Mental Health in the Agriculture Industry

Author: Nicole Mahieux, Nick Canning & Kendal Tremblay


Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture.


Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide.

This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue.


There are a range of compounding pressures makes farming one of the most mentally taxing professions.

These include:

1.Financial Stress & Unpredictability

Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty.


2. Isolation

Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns.


3. Stigma

Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.


4. Limited Access to Supports

Rural communities often lack accessible, affordable mental health services. Over 50% of Canadian producers lack high-speed internet, which limits access to online support and resources. Confidentiality concerns further reduce uptake of available services.


5. Blurring of Work and Home Life

Unlike many professions, farmers often live where they work, making it difficult to separate professional stressors from personal time.


6. Access to Firearms

A difficult but basic truth is that firearms—commonly used in farming—can increase the risk of suicide when mental health deteriorates.


The Data is Clear—and Concerning

  • In 2022, Canada reported 4,850 suicide deaths, a rate that has been rising.
  • Males accounted for 75% of suicide deaths, with middle-aged adults (30–59) being most affected.
  • Alberta reported 503 suicides in 2023, with Southern Alberta accounting for 57 of those lives lost.
  • A national survey of over 1,100 farms found that 45% of farmers reported high stress, 57% experienced anxiety, and 35% showed signs of depression.


Mental health struggles don’t always look the same, but common signs include:

  • Withdrawal from social circles
  • Loss of interest in activities
  • Persistent sadness, irritability, or mood swings
  • Sleep disruption and fatigue
  • Increased substance use
  • Difficulty concentrating or making decisions


Understanding these signs is the first step in prevention.



What Can HR and Communities Do to Support Agricultural Mental Health?

Supporting farmers means building a culture where mental health is acknowledged, supported, and prioritized. Here’s how we can act:


1. Foster Awareness and Reduce Stigma

Normalize conversations around mental health. Reiterate that "It’s okay to not be okay." Use workplace platforms to regularly share mental health messaging and resources.


2. Ensure Access to Resources

Whether through Employee or Family Assistance Programs, local health services, or national helplines, make sure support is visible, accessible, and confidential. If your workplace lacks support, ask why—and explore alternatives.


3. Create Connection Opportunities

Social connection is a protective factor. Initiatives like community gatherings, support networks, and peer check-ins help reduce isolation. Organizations like the Potato Growers of Alberta have set great examples. Attending events in communities can be a great way to have conversations with others and foster relationships.


4. Tailor Solutions to the Farming Community

Rural and agricultural workers need mental health supports that reflect their realities—flexible, mobile, private, and stigma-sensitive. Programs like Buddy Up, which are designed for men, show promising impact.



5. Train Your Team

Mental Health First Aid training can equip workplaces and communities to recognize signs and respond early. Investing in mental health literacy builds resilience and saves lives. There are many resources for workplace wellness and investing in wellness programs improve teams focus and engagement.



HR Leaders: Your Role is Critical

It’s time for HR professionals to lead the change in agricultural mental health. This means speaking up, removing barriers, and ensuring support is embedded into workplace culture—not just during crises, but every day.

Agriculture is the backbone of our economy and our food systems. Let’s make sure the people behind it are not overlooked.


Let’s build a culture where every farmer, feedlot worker, butcher, and everyone who plays a role in keeping food on our tables feels seen, heard, and supported.




The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 7, 2025
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By Marina Perkovic July 29, 2025
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