Clinical perspective on workplace mental health, from the CorpCARE team.
For the last decade, workplace mental health has been defined by awareness, apps, and access to counselling. That era did real good - but it's ending. The next decade belongs to a different idea: that workplace mental…
Most workplace mental health support is reactive - it kicks in after someone is already in crisis, already on leave, already struggling badly. That's better than nothing, but it's the most expensive and least effective…
Replacing an employee costs a large fraction of their annual salary once you count recruiting, onboarding, lost productivity, and the ramp to full effectiveness. When mental health is the reason good people leave, that…
Most organizations have a return-to-work "policy." Far fewer have a return-to-work program - a repeatable, coordinated process that reliably brings people back healthy and keeps them back. The difference shows up…
Before you recommend a mental health vendor to a client, put them through these seven questions. The answers separate real medical care from well-marketed support - and asking them makes you the advisor who did the…
We accept without question that employers must manage physical hazards - machinery, chemicals, heights, ergonomics. Psychological hazards deserve the same treatment, and the National Standard is built on exactly that…
Traditional benefits were built around physical health and financial security - drug plans, dental, disability, retirement. Mental health was, at best, a small paramedical allowance and an EAP tucked into the package.…
Sleep and mental health are deeply intertwined - poor sleep both worsens and can be a symptom of mental health conditions, and shift work throws a wrench into the system that keeps sleep healthy. For the many Alberta…