By Cori Maedel, CHRP

This is the first of a five part-series exploring the varied impacts of the National Standard, developed by the Mental Health Commission of Canada, as it applies to wellness in the workplace.

What Employers Need to Know

Did you know that mental health illnesses are the leading cause of short and long term disability in Canada and cost employers almost $20billion each year in losses?

Consider the following statistics:

• One in five Canadians will experience a mental illness in a given year;
• In 2011, 40 per cent of Canadians experiencing mental illness were between the ages of 20-39*;
• Mental health problems/illnesses are a leading cause of disability in Canada, estimated to account for nearly 30% of disability claims and 70% of the total costs*;
• The longer someone is away from work due to illness, the less chance there is of them successfully returning (six months off – 50 per cent; nine months off – 10 per cent);
• If unaddressed, the impact of mental health problems on lost productivity due to absenteeism, presenteeism and turnover will cost Canadian business $198B over the next 30 years*; and
• Between 10 per cent and 25 per cent of mental disability costs that are directly borne by many employers, could be avoided.

To help Canadian employers develop and improve psychologically safe and healthy working environments, a National Standard has been developed by the Mental Health Commission of Canada (MHCC).

Unlike the recent bullying and harassment legislation (Bill 14), the Standard has not been legislated, but rather is a voluntary, user-friendly roadmap that offers guidance to employers wanting to improve their work environment, and is intended to help prevent harm to everyone in the workplace.

Those setting the standards don’t expect change to happen overnight; neither should employers. The guidelines recommend a gradual implementation of small steps towards improvement done according to an organization’s size and needs. Some may use the Standard as a starting point to create policies and procedures that promote mental health, while others may use it to build on existing programs or to help create training programs.

Who does this impact?
The Standard will be of particular interest to senior executives, as well as human resources, occupational health and safety, organizational development, risk management and employees assistance professionals.

As for why is a national standard is needed, consider the impact of the following:

• Adults spend more waking hours in the workplace than anywhere else;
• Healthy work lives play an essential part in maintaining positive mental health;
• The workplace plays a key role in public health initiatives aimed at promoting mental health and preventing mental illness; and
• The health or harm created in workplaces spills over into the well-being of families, communities and society at large.

What are the economic advantages of implementing the Standard?

For employers, potential advantages include enhanced competitive advantage and organizational effectiveness resulting from:

• Reduced absenteeism, as well as short and long-term disability costs;
• Increased productivity;
• Improved recruitment and reduced turnover;
• Higher levels of employee engagement, creativity & innovation;
• Lower rates of error & physical injuries;
• Greater potential for becoming an “employer of choice” (enhanced reputation as a good place to work); and
• Reduced risk of legal issues related to psychological harm to employees.

It also benefits employees, with an enormous impact on their well-being, morale, work-life balance and ability to maximize their performance. The Standard is just a starting point for changing how mental health and mental illness are approached in the workplace.

*(Smetanin, P. et al. 2011. The list and economic impact of major mental illnesses in Canada: 2011 to 2041).
**(Sairanen, Matzanke, D., & Smeall, D. 2011. The Business Case: Collaborating to help employees maintain their mental well-being. Healthcare Papers).

Read Part Two of the series now.

Cori Maedel runs the Jouta Performance Group and has 25 years of diverse professional experience in HR and business development.

(PeopleTalk Summer 2013)