Mental Health in the Workplace

16
Oct 2023
CPHR Alberta
96
A silhouette of a person 's head with flowers coming out of it.

Author: CPHR Alberta 

The Mental Health Commission of Canada has identified that workplaces can play an essential role in maintaining positive mental health. Human Resources professionals are tasked with developing policies and procedures within organizations to support mentally healthy workplaces for employees. 

Annually, we recognize Mental Health Day on October 10, and although this day brings awareness of an ongoing issue within our daily lives and in the workplace, we encourage HR professionals to learn, adapt and encourage conversations around Mental Health on an ongoing basis. 

With the help of our partners, we have collected resources to support HR professionals with mental health in the workplace. 

Academy to Innovate HR (AIHR)

A Total Well-Being Approach: Why it's Essential in Turbulent Times 

This article explores why total well-being is a priority for organizations along with what HR should consider when creating a total well-being offering. The article is broken down into mental, social, financial, physical and career well-being, with practical tips on how HR can support these areas. Supported by many statistics and sources this is an excellent article that can assist you in creating a appropriate toolkit for your organization. 

9 Employee Wellbeing Metrics to Track Right Now 

This article explores what are employee wellbeing metrics, why you should measure employee wellbeing and what useful employee wellbeing metrics are. When you invest in your employees, you invest in your company’s future. 

The HR Dialogues Special Episode | Solving Mental Health Through Digital - Podcast

“In this episode of The HR Dialogues, Dr. Dieter Veldsman sits with Mandy Muchnick — New Venture Chief Financial Officer at JoinPanda — to explore how organizations can use digital resources to improve and increase the mental health and well-being of their employees.” 

The HR Dialogues #5 | Employee Well-Being: What HR Needs to Do - Podcast 

“In this episode of The HR Dialogues, Dr. Dieter Veldsman sits with Linda Mthenjane - Clinical Psychologist and Managing Director at The Space Between Us - to explore what organizations can do to support employees, leaders, and HR on their mental health  and wellbeing journeys.” 

Mental Health in the Workplace: What Needs To Change [2023] - Podcast

“Who should be responsible for employees' mental health? Find out what you can do as an HR professional to support the mental wellbeing of your employees and yourself.”
This episode discusses why organizations need to invest in mental wellbeing now, putting together your mental wellbeing strategy and the role of individual employees. 

Insight Psychological 

Our partner, Insight Psychological, is offering a reduced rate on counselling services for HR professional, more information can be found here.

In tune with the season, Insight Psychological has created a list of Self-Care tips for those who struggle with Mental Health.

Mental Health Self-Care Tips, by Insight Psychological 

“Self-care can feel daunting, especially for those battling anxiety, depression, and/or other psychological distress. These tips aim to simplify self-care, making it more accessible for you in moments when even the smallest effort can feel overwhelming. 

  1. Music as an emotional outlet
    Curate a playlist of songs that serve as an emotional outlet or mood booster. Music can provide solace, inspiration, and empowerment during challenging times. 
  2. Book a Virtual Therapy Service 
    You shouldn’t have to leave the comforts of your home to access experienced, licensed mental health therapists. Many of them offer online services! 
  3. Nature Gazing 
    If going outdoors feels too daunting, sit by a window and watch the vibrant colors of falling leaves. Observe the beauty of nature within your comfort zone. 
  4. Digital Detox Day
    Dedicate a day or part of it to disconnect from digital devices. This break from screens can be refreshing for your mind.
  5. Mindful Moments
    When your thoughts are racing, pause. Focus on the present moment, rather than what should or could be, and what has been. 
  6. Seasonal Movies
    Enjoy classic movies or TV shows that bring a sense of nostalgia and comfort. It’s an easy way to unwind without much effort. 
  7. Seasonal Foods and Drinks 
    PSL, Chai Lattes, Mulled Wine, Caramel Apples, you name it! Indulge in your favourite flavours of the season by yourself or with loved ones. 
  8. Unique Tip 
    Collect and preserve vibrant fall leaves anywhere you see them as a mindful activity to help you stay present and enjoy the beauty of the season.” 

Additional Resources 

CPHR Alberta Mental Health Blogs:

From Burnout to Hope

Written by: Lindsay Recknell, a Certified Psychological Health and Safety Advisor and expert in hope. Lindsay discusses the Stress Cycle along with the most effective ways to stop the stress cycle.

Creating a Culture of Mental Well-Being: How Managers Can Support Mental Health in the Workplace

How to approach the topic of mental health in the workplace, be proactive and support your team. 

Mental Health in the Workplace – Information and Tools for HR Professionals

Our Calgary Chapter Committee interviewed the owner of Abridge Consulting and workplace mental health expert Tara Adams and CEO of Headversity and Psychiatrist Dr. Ryan Todd.  


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.


 


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 October 24, 2025
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions.  HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.
By Jessica Jaithoo October 23, 2025
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.
By Jessica Jaithoo October 16, 2025
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.
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