Today marks Blue Monday, often labeled as the most depressing day of the year. As the Northern Hemisphere experiences shorter days and colder nights, many people retreat indoors, which can lead to feelings of isolation and melancholy. While the concept of Blue Monday, originating in 2005 from a UK travel company’s marketing campaign, is considered a gimmick by some, the fact remains that winter blues are a real challenge, particularly in Canada, where many face mental health struggles during this time.
Lindsey Gage-Cole, Senior Vice President at GROUPHealth Benefit Solutions, stresses that addressing mental health at the workplace is crucial to curbing the impacts of Blue Monday. She explains that the connection between mental health and workplace culture, productivity, and retention is undeniable. In her words, it’s about “caring for the people.”
“If employers and businesses are only successful through their people, we must create a culture that supports them,” says Gage-Cole. “Without this, we risk high turnover, lower productivity, and a toxic work environment. Proactive mental health strategies are the answer to minimizing these challenges.”
Proactive approaches, such as improving mental health benefits within workplace health plans, are essential. Gage-Cole explains that mental health service allocations within benefits packages often vary depending on a business’s budget. She emphasizes that it doesn’t cost businesses much to extend benefits that can significantly prevent larger costs in the future. For example, offering additional resources may reduce the need for more expensive interventions down the road.
However, addressing mental health is not a cheap or easy task. Gage-Cole acknowledges the financial pressures employers face due to the rising cost of mental health services and the increasing number of claims. “The cost of accessing mental health services has skyrocketed, and businesses are feeling the strain,” she says.
In Canada, mental health is a growing issue. By age 40, 1 in 2 individuals have experienced mental illness, and each year, 1 in 5 Canadians face mental health challenges. Yet, nearly 75% of people are reluctant to disclose their struggles, making it difficult to create a support system for those who need it most.
A recent study by the Canadian Mental Health Association (CMHA) revealed that more than half (57%) of individuals aged 18-24 who showed early signs of mental illness cited cost as a barrier to accessing care. Additionally, many people with mental health disabilities are unemployed, with those who aren’t relying on income supports, which often leave them in poverty.
To combat these barriers, Gage-Cole argues that employers must foster an environment of advocacy where mental health discussions feel safe. She emphasizes that leaders should model vulnerability and empathy, leading by example. “As a leader, I have to show that I am part of the 1 in 2 or the 1 in 5. It all starts with normalizing emotions and making it clear that we all have struggles,” she says.
The key to normalizing mental health in the workplace is incorporating conversations into everyday routines, providing accessible tools and resources, and tailoring solutions to the specific needs of each workforce. Gage-Cole suggests that leadership should go beyond task-based engagement, focusing instead on mindful connections and understanding the unique needs of employees.
“It’s essential to check in with your employees, not just about their tasks but also about their well-being,” she says. “When you understand your employees through these connections, you can better tailor the tools and resources they need.”
Fortunately, mental health resources don’t have to come at a high cost. Gage-Cole points to the evolution of Employee Assistance Programs (EAPs) as an example of a more cost-effective solution. Newer platforms, which integrate various mental health tools like internet-based cognitive behavioral therapy (iCBT), as well as support for elder care or adolescent care, can make a significant impact without breaking the bank.
For employers looking to invest in wellness without overspending, Gage-Cole suggests wellness plans as another practical option. These “taxable benefits” allocate a specific dollar amount for employees to use toward wellness activities, such as gym memberships, yoga, or golf. Small investments, like covering the cost of hiking gear or gym footwear, can promote healthier lifestyles, which contribute to overall well-being.
“It’s about creating opportunities to expand wellness,” Gage-Cole explains. “These are just small pieces of the larger puzzle, but when combined, they can make a big difference.”
Ultimately, Gage-Cole concludes that the best thing employers can do is create a safe space at work where employees know they can access mental health resources. “When employees feel supported in their personal lives, they bring that confidence and positivity to work,” she says.
In conclusion, tackling Blue Monday—and the broader issue of mental health in the workplace—requires a collective effort from employers, employees, and leaders alike. By normalizing mental health discussions, offering accessible resources, and providing support for the emotional well-being of employees, businesses can foster healthier, more productive work environments that benefit everyone involved.
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