Mental health supports and resources for managers

Knowing your role and promoting available resources

As a manager, when it comes to mental health, and psychological health and safety in the workplace, your role is not that of a therapist. Instead, focus on demonstrating active listening, empathy, and staying informed about the resources available to support your team.

You can refer employees to the following:

• Employee Assistance Program (EAP) for free short-term counselling for personal or work-related problems as well as crisis counselling.
• Public Service Health Care Plan (PSHCP) Members Site for employees to gain access to health benefits including psychologist, social workers and more. 
• Resources for employees for mental health in the workplace and Mental health support: Get help lists available services to employees.

Psychological health and safety

As a manager, you also play an important role in fostering a psychologically healthy and safe work environment. Learn more about the Psychological Health and Safety Program and how to assess psychosocial hazards.

Promote psychological health and safety and information on the 13 workplace factors in your team with these resources:

• On the agenda workshop series - Workplace Strategies for Mental Health
• Mental Health Job Aids for Managers: Psychosocial Factors - Introduction (WMT2-J00) – Canada School of Public Service

Communication and trust

Managers can strengthen trust with consistent open and respectful communication. Maintaining clear and supportive conversations also helps create a positive, productive and collaborative environment.

Managers can learn how to enhance their communication skills and build trust with these resources and supports:

• The Canada School of Public Service’s Effective Team Communication course
• Informal conflict management system services provide a neutral support to facilitate open dialogue and help find constructive solutions, fostering a more harmonious and understanding work environment.
• Workplace Strategies for Mental Health
  • Actions and resources for psychologically safe communication and collaboration
  • Building trust for leaders to help managers get to know and understand their employees to foster a supportive and respectful work environment.

By taking a proactive approach, managers can create an environment where misunderstandings are minimized, and teamwork thrives. Anticipating potential communication challenges and leveraging available support ensures smoother interactions and stronger relationships within the team.

Supporting teams in times of change

In times of change, your role as a manager is critical. Your team will be looking to you for guidance, support and leadership now more than ever.

Connect: Your presence is important. Consider hosting virtual and in-person team huddles along with team meetings to communicate regularly.

Allow for time and space for discussions: In both team settings and individual bilats with employees, allow time to discuss how they are doing. Encourage the sharing of wellness tips and resources among team members in team meetings.

Be aware that increased work demands, may trigger or worsen mental health issues among employees. Pay attention to workloads, encourage self-care and promote resources for employees for mental health in the workplace, including professional supports such as those available through the Employee Assistance Program and the Public Service Health Care Plan psychological services.

Create structure: Increasing certainty and reliability may help ease anxiety in the face of change.

• Hold meetings on set days and set times.
• Set clear expectations, roles and responsibilities, deadlines, etc.
• Discuss what is in each person’s control, how they work, how they take care of themselves, etc.

Be flexible: Explore flexible work arrangements while respecting collective agreements. Ensure your employees have access to the accommodations they need.

Notice changes in behaviours: If you notice a pattern of change in an employee’s performance or behavior, this may be a sign that they are experiencing a mental health issue. The Mental Health Continuum Model is a tool that promotes awareness of mental health signs and indicators in self and others (however, it does not replace professional supports). Check in with employees on how they are doing. You are not expected to be a therapist but rather, you are asked to practice active listening without judgment and refer employees to available supports. Let them know that you will set a time to follow-up on how they are doing.

Helping employees cope with crisis

Managers play a crucial role in times of crisis by fostering a compassionate and responsive work environment. As mentioned in the sections above, you are not expected to be a therapist, but rather practice clear communication, empathy and be aware of the different available resources.

Be on the look out for signs of distress which could include changes in employee’s behaviour or performance. Provide empathy and reassurance, by listening without judgement, and offer support to help employees navigate difficult situations. Encourage open communication by creating a safe space for employees to express concerns and seek assistance. Connect employees with the available resources.

In extreme cases, employees may experience mental health crises. If an employee or the person you are supporting is at high risk of harming themself or others, or is acting erratically, call 9-1-1 right away and tell the dispatcher that responders with specific training in mental health or crisis de-escalation are needed. You can also call your organization’s Employee Assistance Program for additional supports. If your department or agency is not listed, contact your manager or your organization’s Human Resources team for EAP information. Inform your organization’s occupational health and safety coordinator, in addition to those responsible for disability management or human resources.

The website Mental health support: Get help provides information on mental health support services available in Canada, including crisis helplines, provincial and territorial resources, and specialized services for youth, Indigenous communities, and veterans. It also includes guidance on accessing mental health and substance use support.

Death of a colleague or loved one

Supporting employees through the loss of a colleague or a loved one involves providing compassionate communication, offering access to workplace support resources, and fostering an environment of understanding and care. Learn more through the Manager guidance on the loss of an employee or an employee’s loved one - Canada.ca. The Employee Assistance Program also highlights considerations for workplace adjustments and emotional well-being during difficult times.

As the manager, it is also important to take steps to care for yourself in these times as well. This may include calling your organization’s Employee Assistance Program or reaching out to your personal support network (friends, family etc.).

Specialized Organizational Services (SOS) provides expert assistance in supporting your team through this time. SOS is a part of Health Canada, and their services are available on a cost-recovery basis. Some of their services could include:

• Stress & Anger Management
• Career Development
• Change Management
• Team Building
• Conflict Resolution
• Mediation and Management Coaching
• Grief & Loss
• Balancing Work and Family
• Workplace Health and Disability Management Services

Employees on leave

Maintaining appropriate contact with your employees while they are on leave can positively influence their mental health. This contact may help employees remain connected to the workplace and will provide you with the opportunity to support or help them.

It is important to discuss with the employee how, and how often, they would like you to be in touch, and to ensure that the employee is aware of resources for information and support, such as guidance on protecting one’s mental health, the Employee Assistance Program, and the Disability Management Employee Wellness Resource.

Disability management

Find information in the Disability Management Handbook for Managers in the Federal Public Service to help you deal with mental health issues in the workplace and to promote employee wellness, workplace attachment and productivity. You can also review the summary of disability management best practices and access the Handling Disability Management Cases – The Tool for guidance, from the time a case is identified, through the case management process to the successful return of the employee to work.

Disclosure of mental health issues

An employee does not have to provide you any details about their mental health situation. If the employee wants to discuss the performance issues but not their well-being, respect their wishes. If there are related performance issues that the employee does not want to discuss, you may want to seek advice from the team in your organization that handles labour relations.

If an employee chooses to disclose to you that they are experiencing a mental health issue, you should contact your organization’s EAP for advice on how to approach or support your employee. Coaching services are available to managers.

The support managers provide individual employees may also have an impact on the team (e.g., absence, change in working hours); you’ll need to support the team as well. You should discuss with the employee what they want to share with the team and how they want this to take place. Depending on the circumstances, you may also wish to consult your organization’s human resources team for guidance on duty to accommodate, disability management and/or return-to-work.

External resources for managers

• Canadian Centre for Occupational Health and Safety (CCOHS): Telework and Home Office Health and Safety Guide
• Mental Health Commission of Canada: Mental Health First Aid Guide for Managers
• Canadian Mental Health Association: How would you rate your current state of mental health? Take a mental health self-assessment^{Footnote *}