Work stress in Canada

Effects of high work stress on health and personal life

• Physical health: chronic muscle tension, headaches, sleep disturbances, high blood pressure, and in the long term increased risk of cardiovascular issues and immune system changes.
• Mental health: heightened anxiety, irritability, burnout, and risk of depression.
• Sleep and cognition: difficulty falling or staying asleep, poor concentration, memory lapses, and slower decision-making.
• Personal relationships: more irritability with loved ones, conflicts, reduced quality time, and social withdrawal.
• Work-life spillover: lower productivity, more errors, absenteeism or presenteeism, and potential financial or career strain.

Coping and supports

• Practical steps: set boundaries, schedule regular breaks, and avoid checking work after hours; prioritize tasks and negotiate realistic deadlines.
• Social/clinical support: use employer EAP or HR resources for confidential counselling; seek professional help if symptoms persist.
• Digital tools: consider digital programs or group sessions (e.g., October) for stress management and psychoeducational content if appropriate and available.

Economic effects of high work stress

• Reduced productivity and performance: chronic stress impairs attention, memory, and decision-making, leading to presenteeism and lower output.
• Higher absenteeism and turnover: more sick days, early retirements, and resignations increase recruitment and training costs and reduce organizational knowledge.
• Increased health care and disability costs: greater use of mental health services, medications, and disability benefits, with spillover effects on insurance and public health systems.
• Greater safety and accident risks: stressed workers are more prone to errors and injuries, raising workers’ comp and remediation costs.
• Negative impact on long-term growth and innovation: disengagement, slower adoption of new technologies, and weaker productivity growth.

What employers in Canada can do

• Invest in workplace mental health solutions (e.g., digital programs, assessments, and content such as October) to support early identification and access to care.
• Improve workload management and supportive leadership: clear roles, realistic deadlines, flexible options, and manager training to reduce chronic stress.
• Ensure access and coverage: strong sick leave policies, mental health benefits, and a stigma-free culture that encourages using available supports.

• Set national standards for work hours, overtime, and rest periods, with enforcement and flexible work options to support work-life balance across all provinces.

• Expand access to mental health care and supports: publicly funded mental health benefits, integration of mental health into primary care, and scalable digital tools (e.g., October) for screenings, group sessions, and resources.

• Implement workplace mental health programs: national guidelines, mandatory manager training on psychosocial risks, and easy access to employee assistance programs.

• Launch stigma reduction and mental health literacy campaigns to promote early help-seeking across Canada.

• Strengthen social supports that affect work stress: affordable childcare, paid family/caregiver leave, and flexible/remote work options where possible.

• Build data-driven accountability: regular national surveys on work-related stress, track equity across regions and populations, publish findings, and coordinate federal-provincial efforts.

• Clear roles, expectations, and manageable workload

  • Define responsibilities and goals; monitor workload; set reasonable overtime limits.

• Flexible work arrangements and autonomy

  • Offer flexible hours and remote/hybrid options; empower employees to choose how to meet goals; protect core hours.

• Psychological safety and supportive leadership

  • Train managers in supportive communication, burnout recognition, and early intervention; encourage speaking up without fear.

• Accessible mental health resources

  • Provide confidential EAP and mental health benefits; consider digital options like October for group sessions, assessments, and content; ensure privacy and consent.

• Work design and meeting hygiene

  • Reduce unnecessary meetings; promote asynchronous updates; streamline processes to minimize busywork.

• Data-driven monitoring and continuous improvement

  • Regular well-being surveys; track burnout indicators; implement clear action plans with timelines.

• Culture of well-being and stigma reduction

  • Encourage breaks and mental health days; run stigma-reduction initiatives; recognize wellbeing efforts.