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Workplace mental health affects every employee, and tackling burnout, stress, and wellness must be a top priority.
In Japan, the term karoshi—which means “death from overwork”—reflects a deeply rooted crisis in workplace mental health. Despite reforms like the 2018 Workstyle Reform Act, cases of karoshi remain alarmingly consistent. According to workplace accident lawyer Hiroshi Kawahito, he has handled over 1,000 karoshi cases in 45 years, with many involving heart attacks, strokes, or suicide due to relentless stress and harassment.
In one tragic case from 2023, a 25-year-old actress from the Takarazuka Revue logged 437 hours in a single month, including 277 hours of overtime, before dying by suicide. She had worked without a single day off for six weeks and suffered physical abuse from senior colleagues.
However, this crisis isn’t isolated to Japan. Even in large Canadian cities such as Toronto, rising reports of burnout and workplace bullying mirror similar patterns. According to Mental Health Research Canada, nearly 40% of Canadian employees feel burnt out. Additionally, many cite toxic environments and lack of support as key contributors. Therefore, it is important to highlight the urgent need for employer-led wellness initiatives and a cultural shift toward prioritizing workplace mental health.
In today’s fast-paced work culture, workplace mental health is no longer optional—it’s essential. This growing crisis impacts not only individual well-being but also organizational productivity and healthcare costs. Fortunately, employers can take meaningful steps to address burnout, manage stress, and build a culture of wellness.
Burnout is a chronic stress response caused by systemic workplace issues. The World Health Organization defines it as an “occupational phenomenon” resulting from unmanaged stress. Employees experiencing burnout often feel emotionally drained, detached, and ineffective. These symptoms can lead to absenteeism, reduced performance, and even physical illness.
In fact, burnout-related productivity losses can cost companies over $3.4 million annually for a 500-person workforce. Moreover, overachievers and high performers are especially vulnerable. They often push through exhaustion, fearing stigma or career setbacks. Mary Ann Baynton, Director of Strategy at Canada Life, emphasizes, “Burnout is not just a personal issue—it’s a workplace issue with a price tag.”
Stress hormones like cortisol play a major role in this equation. When cortisol levels stay elevated, they increase blood pressure, suppress immunity, and raise the risk of heart disease. According to the Cleveland Clinic, chronic stress can lead to inflammation and arterial damage, which heightens cardiovascular risk. Therefore, managing stress at work is not just about mental health—it’s about protecting the heart too.
Stress management must be proactive, not reactive. Employees need tools to recognize stressors and respond constructively. Time pressures, role ambiguity, and poor work-life balance are common triggers. Additionally, remote work has blurred boundaries, making it harder to disconnect. Physical workspace issues like noise or poor ergonomics also add to daily stress.
To counter these challenges, experts recommend several strategies.
First, identify stressors through self-reflection or workplace assessments. Then, adopt proven techniques like mindfulness, deep breathing, and time-blocking. For example, regular workshops on emotional intelligence and resilience can help employees build coping skills. According to Canada.ca, planning for resilience and using personalized stress action plans can reduce burnout risk.
Furthermore, social support plays a vital role. Studies show employees who feel supported by managers and peers report better mental health outcomes. In fact, support from colleagues has the strongest positive impact on workplace mental health. Therefore, employers should train managers to recognize signs of burnout and respond with empathy. Collaborative conversations and flexible accommodations can help employees recover and thrive.
Organizations must move beyond surface-level wellness programs. Real change requires leadership commitment and evidence-based strategies. Fortunately, the return on investment is clear. For every dollar spent on mental health support, companies see a $4 return in productivity and reduced turnover.
Effective wellness initiatives include flexible work arrangements, confidential counseling, and mental health first aid training. Quiet spaces, wellness check-ins, and clear boundaries between work and personal time also help. These practices create psychologically safe environments where employees feel valued and supported.
Additionally, employers should make mental health resources easy to access. Promote employee assistance programs and counseling services. Encourage participation in wellness workshops and mindfulness sessions. Regular evaluation ensures these programs remain effective and responsive to employee needs.
Michael Cooper, Vice President of Mental Health Research Canada, urges action: “This year’s findings underscore the urgent need for Canadian workplaces to move beyond awareness and into action.” By investing in workplace mental health, employers protect both their people and their bottom line.
Workplace mental health requires ongoing attention; therefore, it should be treated as a continuous journey rather than a one-time fix. To begin with, employers must actively foster a culture built on openness, trust, and genuine support. Moreover, employees need to feel safe when speaking up, especially without fear of stigma or career setbacks. However, despite growing awareness, only 42% of workers with a mental health diagnosis choose to disclose it at work.
Consequently, this gap underscores the urgent need for inclusive policies and compassionate leadership. In response, organizations should start by listening to their teams. Additionally, they can engage employees in wellness planning and gather feedback regularly. For example, anonymous surveys help identify stress hotspots across departments. Once insights are collected, employers must act swiftly and thoughtfully. Furthermore, wellness programs should be tailored to meet diverse needs, including those of women, racialized employees, and remote workers.
At the same time, celebrating small wins can reinforce positive change. In addition, recognizing efforts to improve mental health and rewarding participation in wellness activities boosts morale. Likewise, normalizing conversations about stress and recovery helps reduce stigma. Ultimately, when leaders consistently model healthy behaviors, employees are more likely to follow their example.
When workplace stress begins to affect your mental health, taking action early can prevent long-term damage. While employers play a vital role in creating supportive environments, employees also need tools to manage stress and advocate for their well-being.
If you feel constantly exhausted, detached, or overwhelmed, you may be experiencing burnout. According to the World Health Organization, burnout results from chronic workplace stress that hasn’t been successfully managed. Acknowledging these symptoms is the first step toward recovery. Don’t ignore them or push through—your health matters more than any deadline.
In today’s digital work culture, it’s easy to stay “always on.” However, this constant connectivity fuels stress. Turn off notifications after work hours. Block time for breaks and lunch. Protect your evenings and weekends. These small changes help your brain reset and reduce cortisol levels, the stress hormone linked to heart disease and anxiety.
Talk to your manager or HR about what you’re experiencing. Many workplaces offer Employee Assistance Programs (EAPs) that include counseling, coaching, and wellness resources. If your company doesn’t have formal support, consider speaking with a mental health professional outside of work. You don’t have to face stress alone.
Practice mindfulness, take short walks, take care of your gut health, and stay hydrated. Even five minutes of deep breathing can lower blood pressure and calm your nervous system. Surround yourself with supportive colleagues and prioritize tasks that align with your strengths. When you take care of your mental health, you show up stronger—for yourself and your team.
Ultimately, workplace mental health is about creating environments where people can thrive. It’s about balancing performance with compassion, and ambition with well-being. As the data shows, the cost of inaction is too high—but the rewards of care are even greater.
