The Urgent Need for Expanded Mental Health Benefits in Canada

Before and during the pandemic, many Canadians faced mental health challenges, and now additional stressors like economic and social pressures are exacerbating the situation. According to the Commonwealth Fund's 2023 survey, over 25 percent of Canadian adults experienced mental health issues last year, up from 20 percent in 2016.

However, accessing mental health care remains difficult, primarily due to cost. In Canada, much of mental health care is privately funded, with individuals paying out of pocket or through employer benefits if available. Consequently, Canadian companies play a critical role in providing necessary mental health care to their employees.

Corporate clients are increasingly witnessing the impact of mental health issues, including productivity losses, absenteeism, disability, and high turnover, which complicates workforce management and affects workplace culture, becoming more costly over time.

In response, more Canadian companies are enhancing their mental health support for employees. For example, the five largest banks in Canada now offer a minimum of $5,000 annually per employee for mental health care. Bell Canada has removed caps on mental health benefits entirely, promoting mental health parity with physical health. These initiatives have significantly reduced mental health-related disability claims and relapse rates at Bell.

Enhanced Benefits, Improved Care

Typically, Canadian employers provide about $750 annually for mental health services, covering roughly five therapy sessions. Given that a standard psychotherapy course requires 12 to 16 sessions, current coverage is insufficient without substantial personal expense.

Employee assistance programs (EAPs) offer some support but usually only provide short-term crisis intervention, inadequate for treating chronic mental health conditions.

Navigating the mental health care system can be complex, involving various practitioners like family doctors, psychiatrists, and therapists, often leading to long wait times and multiple consultations before finding the right match. This process demands time, perseverance, and resources.

Effective mental health treatment requires flexibility in care duration and intensity, based on individual needs. Employers offering comprehensive benefits, coupled with educational support, enable employees to explore different treatment options, increasing adherence to their care plans and improving overall well-being.

Addressing Stigma and Corporate Culture

Expanding mental health benefits alone is not enough. Three critical factors include:

1. Addressing corporate culture and work demands.
2. Ensuring confidentiality and career safety for employees using mental health benefits.
3. Encouraging utilization of available benefits.

Bell’s approach underscores the importance of training, culture change, and open conversations to eliminate stigma and promote mental health support.

Recognizing the long-term benefits of investing in employee mental health, Canadian corporate leaders understand that supporting mental health not only yields a positive return on investment but also enhances workplace culture and employee loyalty.