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

18
May 2023
271
A man in a suit is shaking hands with another man in a white shirt.

Author: CPHR Alberta Calgary Chapter Committee

According to the Mental Health Commission of Canada, one in four Canadians, in any given week, cannot work due to mental health problems or illnesses. Besides reduced productivity, mental health issues can also lead to increased absenteeism, higher healthcare costs, decreased job satisfaction, and impaired workplace relationships, causing substantial losses for individuals and organizations. To help- HR professionals get to the bottom of this human energy crisis and provide practical tips to create more awareness around mental health in your organizations, the 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.

First, let’s look at common stressors that can impact our mental health.  Dr. Todd shared that some of the top stressors according to the American Psychological Association are health, finances, family, and work, the “four big buckets” as he put it. He pointed out that major shifts in any of those buckets will impact people’s mental health. Specific to the workplace, Tara identified a few primary stressors such as workload, lack of clarity, changes in the workplace, and relationships with colleagues or supervisors, with workload being the most common.  Dr. Todd and Tara both emphasized the impact of change on people’s mental health. Identifying the common stressors in the workplace help direct our efforts.

How do we approach the topic of mental health at work? What can we as HR professionals do to reduce the stigma around it? Talking about mental health, we need to be mindful of our language. Tara stressed that language matters and can significantly impact individuals with mental health concerns. She advocates the use of “people-first language,” for example, using words like “I live with depression” instead of saying “I’m depressed.” Also, avoid trivializing words such as "crazy" or "psycho” and using mental illnesses as adjectives. She also underscores the importance of being mindful of our body language and tone of voice when communicating with people.

Dr. Todd believes in leading a conversation with care and empathy. A lot of us are afraid to have these conversations and ask ourselves “Am I going to get sued?”, “What if I bring something up and I don’t know how to handle it?”, and “I don’t have the training, so how do I possibly do this?” He suggested if we see someone struggling, try to point out in a nonjudgmental way things we have noticed.

"When we lead the conversation with the most amount of care and empathy, genuinely trying to help that person, there is nothing but good that can come from that conversation – Dr. Ryan Todd”

Both Dr. Todd and Tara believe that HR professionals play a crucial role in advocating and creating awareness around mental health in the workplace.

Here are four suggestions on how we can best lean into this role:

  1. Understand our role in supporting employees with mental health distress. At the same time, we need to know our boundaries and understand that we are not clinicians. 
  2. Educate ourselves on how to have mental health conversations and how to upskill our employees in core mental health skills like energy management and resilience.
  3. Be role models by acknowledging we are human too with good and bad days. Take care of our own mental health as we can’t serve others from an empty cup.
  4. It is essential to be fluent in both internal and external resources which can help employees with mental health concerns. 

“HR professionals should know their roles and create boundaries and make the HR team a key stakeholder group for receiving training and tools. – Tara Adams” 

There are a variety of tools we can use to assess the mental health of the people in our organization. Dr. Todd believes in scalable data tools and urges us to employ more ways to measure preventative mental health and provide people access to tools as well as the best content that is evidence-based. Tara's recommends three mental health assessment tools:

  1. Using data from surveys, vendors, tools, and consultants. 
  2. Collecting anecdotal evidence from employees and leaders and comparing the data trends with the conversations we have. 
  3. Using storytelling as a powerful tool to assess the mental health of employees, where we can collect success stories and learn from not-so-successful stories. 

Tara and Dr. Todd believe in adopting a proactive approach to mental health in the workplace, which involves shifting resources towards prevention, allowing for earlier intervention, and creating a strong business case. It also means integrating workplace mental health into onboarding and leadership development strategies to remove any existing stigma. By doing so, training for specific departments or teams only will not be required, which may benefit more employees. An example of a proactive approach to Dr. Todds is prioritizing leaders in training relating to mental health. Dr. Todd has witnessed a lot of success in training leadership first and having the rest of the organization follow with scalable training.   

HR professionals also have a role to play in coaching managers on managing their teams' mental health. Tara suggested four simple ways in which managers can support their teams during Mental Health Week:

  1. Give the team time to invest in their mental health, such as offering time off, encouraging mindfulness, or providing other mental health support options. 
  2. Make time to learn about workplace mental health resources and policies. 
  3. Connect one-on-one with team members to understand their mental health concerns and offer support. 
  4. Remind team members about Employee Family Assistant Programs (EFAP). 

To conclude, we extend our deep appreciation to Tara and Ryan for sharing their strong belief in advocating for a comprehensive workplace mental health strategy and resources as well as practical guidance to address the challenge of mental health in the workplace. For more information, please connect directly with either  Tara Adams  or  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.



Welcome to OY Works: Practical Tools to Recruit, Onboard & Retain Opportunity Youth

By Jessica Jaithoo • January 22, 2026
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.

Refuel. Recharge. Repeat: Lead Yourself with Intention and Energy

By Jessica Jaithoo • January 13, 2026
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless. 

2025 Year-End Message - Geordie MacPherson

By Jessica Jaithoo • December 17, 2025
As we close out 2025, I’m feeling genuinely proud of what CPHR Alberta has accomplished this year, and grateful for the members, volunteers, partners, and staff who made it possible. Together, we’ve continued to strengthen the value of the CPHR designation, expanded professional development opportunities, and deepened relationships with government, post-secondary institutions, and business leaders. This year also brought some milestones worth celebrating. We’re ending 2025 in a financially stable position, and our membership grew by 7% , which is a nice reminder that the HR community is thriving, and that we are still the kind of people others willingly choose to join. One of the most important pieces of work this year was launching our 2026–2028 Strategic Plan. This roadmap was shaped by member input, market research, and alignment with CPHR Canada’s national priorities. It’s the product of a truly collaborative process led by our Board and operations team, forward-looking, grounded in data, and practical in how it positions us for what’s next. At its core, the plan strengthens the HR profession and supports the people who drive it, reinforcing our commitment to a resilient and inclusive HR community. I encourage you to read it and see where we’re headed. View the Strategic Plan here. Our pursuit of self-regulation remains a priority, and our advocacy efforts this year continued to deepen relationships with government and position HR as a trusted profession. We’re making progress, ensuring HR’s voice is present in key policy conversations and recognized where it matters most. If nothing else, we are getting very good at showing up, staying thoughtful, and keeping the conversation moving forward. To build on this momentum, we’re currently recruiting two Chartered Members and up to one Public Members to join our Board. We’re looking for candidates with prior governance experience and strengths in areas such as strategic business leadership, financial management, legal expertise, or IDEA. It’s also important to us to have meaningful geographic representation from outside Calgary and Edmonton, because Alberta is bigger than two postal codes, and our Board should reflect that. You can learn more about the process and requirements through our blog , and I’d encourage you to apply or share the opportunity with someone who’d be a great fit. Applications close January 9, 2026. Chartered and Retired Members: Apply through your member portal Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details As the holiday season approaches, I hope you find time to rest, recharge, and take a moment to acknowledge what you’ve contributed this year, professionally and personally. Thank you for everything you do to advance the HR profession. I’m confident that, together, we’ll continue building something even stronger in 2026. And if your out-of-office message is already drafted, I respect the efficiency. Geordie MacPherson, CEC, CPHR, SHRM-SCP Chair, Board of Directors, CPHR Alberta
MORE NEWS