“Mental health care supports in Canada will only improve if governments invest in our existing health care infrastructure,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “But Canada’s health care systems are struggling. Rebuilding our cherished public health care systems must be a priority and must include investment in mental health care for all.”

Mental health continues to be a significant issue facing workers in the workplace. According to a 2024 survey from the Canadian Mental Health Association, at least 500,000 Canadians miss work due to mental illness every week, with an estimated economic cost of $51 billion annually.

Health care workers are also facing serious and well-documented challenges, including poor working conditions, stagnant wages and an alarming rise in workplace violence and harassment.

“Workers and their families have been sounding the alarm for years that Canada’s health care systems are in desperate need of strong investment. Our country deserves commitments and real solutions from our new federal leaders to bring all levels of government, employers, and workers on board, and finally fix health care in Canada” added Siobhán Vipond, Executive Vice President of the CLC.

The recent election included specific platform commitments from several parties on improving our health care system and working conditions for health care workers, including improving mental health support for first responders. The CLC welcomes these commitments and urges our newly elected government to implement them. The CLC also reiterates our call for the federal government to introduce a Canada Universal Mental Health and Substance Act with enforceable national standards and a dedicated health transfer to support meaningful investments and infrastructure in this sector.

“Mental health matters everywhere, for everyone, including at work. Canada’s unions are looking forward to working with this new government to rebuild our health care system and ensure that every person across our country can access the mental health care they need,” said Lily Chang, Secretary Treasurer of the CLC.

For more resources on navigating mental health at work for unions, visit the CLC’s Mental Health Online Resource Center.

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OTTAWA––With our public health systems facing a crisis point, Canada’s unions are demanding that increases to federal health transfers must be tied to delivering better health care to Canadian families.

“We see dire shortages of health workers across the country. Long-term care residents and workers struggle while private owners extract large profits. Mental health care for people to access when they need help most. Families struggle to pay for needed medicine. People want their governments to now work together on practical solutions,” said Bea Bruske, President of the Canadian Labour Congress. “With the future of our cherished public health system at stake, a no-strings-attached approach just doesn’t cut it.”

Bruske noted that whether it was Jason Kenney in Alberta, Doug Ford in Ontario, or recent governments in Manitoba and Saskatchewan, Conservative governments have a pattern of cutting health care while spending more on tax giveaways to people who didn’t need it.

“The simple reality is, handing out blank cheques to Conservative premiers won’t fix nursing shortages, repair long-term care, provide better mental health services or implement pharmacare,” said Bruske. “Provinces are facing a health funding crisis and the answer must include increased transfers. But we cannot afford for some provinces to take this money and use if for tax giveaways instead of stronger public health care.”

Bruske added that after almost two years of COVID-19 straining our health care system, it is vital that governments learn the right lessons from the pandemic.

“The pandemic showed us the hard way how our health care system has been underfunded for years. It must be bolstered now to handle the next crisis,” concluded Bruske. “Canada’s unions will keep pushing for new investments to be tied to achieving real improvement to our public health care systems.”

-30-

To arrange an interview, please contact
CLC Media Relations
media@clcctc.ca
613-526-7426

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Mental Illness Awareness Week (MIAW), this week from October 4 to 10, is part of a national public education campaign in Canada to educate communities and organizations about mental illness.

“This is an important opportunity to reflect on the barriers faced by people living with mental illness in their workplace and in their communities,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “Canada’s path to economic recovery needs to focus on the well-being of workers and their families.”

According to the Centre for Addiction and Mental Health’s most recent policy advice on COVID-19 and mental health in Canada, “50 percent of Canadians [have] reported worsening mental health since the pandemic began” and “in a survey of Canadian workers, 81 per cent reported that the pandemic is negatively impacting their mental health.”

Participants in these studies outlined increased stress due to high levels of anxiety related to fears about the future, their loved ones, employment outcomes and the overall negative impact of social isolation on mental health.

“We need federal leadership that commits to learning from this crisis, and develops a recovery plan that centres the needs of the most marginalized, and that includes ensuring better mental health support and access to universal, single-payer pharmacare for all,” said Rousseau. “That’s why the campaign we launched on Labour Day demands a recovery that strengthens our public health care system.”

Useful links:

• To learn how to take action for better mental health support at your workplace, visit the CLC’s Mental Health Resource Centre.
• For more information on Mental Illness Awareness Week, including videos and myth-busting resources, visit the Canadian Alliance on Mental Illness and Mental Health (CAMIMH).
• To join Canada’s unions in calling for an economic recovery plan that will disaster-proof Canada and strengthen public health care, add your voice here.

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The fight against anti-Black racism and police brutality is based in the long, despicable history of slavery, oppression and colonization of Indigenous communities and Black people in North America. The impact of which continues to be felt today.

There is no reason that Black people in Canada should die at the hands of our police services. Yet the deaths of Black Canadians, Abdirahman Abdi, Bony Jean-Pierre, D’Andre Campbell and most recently under investigation, Regis Korchinski-Paquet, demonstrate that anti-Black racism continues to be a leading cause for the loss of Black lives.

“Anti-Black racism is a destructive force in our society afflicting families and communities,” said Hassan Yussuff, Canadian Labour Congress (CLC) president. “Canada’s unions are committed to fighting all forms of discrimination and are urgently calling for accountability and systemic change.”

It’s important to highlight the severe lack of mental health supports, the lack of access to prescription medication and poor working conditions facing many workers who are often Black and racialized. Research clearly shows that Black communities have diminished health outcomes compared to the broader population as a result of historic neglect on the part of our system. This is playing out in this current pandemic, with early indications of a disproportionate impact on Black, Indigenous and other racialized communities.

“It’s time to hold some very uncomfortable conversations and reflect on the policy decisions and choices that have led us here,” continued Yussuff. “The whole country is looking to our government for leadership and immediate action that will lead to real and meaningful changes in the way Black communities are treated.”

The CLC is committed to raising awareness on the role of Canada’s labour movement to combat anti-Black racism, including providing educational opportunities to union members, as well as to the broader public, and publicly advocating for accountability and systemic change at the policy level.

For further reading related to anti-Black racism in Canada:

Policing Black Lives by Robyn Maynard

White Fragility by Robin DiAngelo

The Skin We’re In by Desmond Cole

BlackLife: Post-BLM and the Struggle for Freedom by Rinaldo Walcott and Idil Abdillahi

There’s Something In The Water by Ingrid R. G. Waldron

Until We Are Free: Reflections on Black Lives Matter in Canada edited by Rodney Diverlus, Sandy Hudson, and Syrus Marcus Ware

Find more resources here.

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2SLGBTQI peoples are more vulnerable to discrimination, violence, harassment and stigma on the basis of sexuality and gender identity right now. The lockdown makes it more difficult to find support and to escape a less than accepting situation at home.

“COVID-19 has amplified the inequities in our society, including the discrimination faced by 2SLGBTQI peoples,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “We may all be practicing social distancing, but that doesn’t mean marginalized communities are less impacted by the reality of homophobic, transphobic and biphobic intolerance and violence.”

As the first waves of lockdown hit communities across Canada, over 100 2SLGBTQI organizations sounded the alarm in a letter addressed to Canada’s federal government.

According to data collected by Egale, 53 per cent of Canada’s 2SLGBTQI households have been impacted by job losses since mid-March, compared to 39 per cent of the general population. Further, 42 per cent of 2SLGBTQI respondents to Egale’s recent survey said they have experienced negative mental health impacts due to the added stress, compared to 30 per cent of the general public.

“We need action from the federal government to support 2SLGBTQI organizations dealing with an increase in demand from community members struggling with a lack of resources due to the pandemic,” continued Rousseau. “We also need federal and provincial governments to mandate collection of disaggregated data across Canada to give health officials and policy makers a greater understanding of the disproportionate impact of this pandemic on marginalized communities, including 2SLGBTQI people.”

Learn more about the specific impacts of COVID-19 on 2SLGBTQI communities in Canada here, and learn more about the history of IDAHOBIT here.

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We need to advocate for better mental health resources and supports for workers. This can help prevent mental illnesses from occurring in the first place. That’s why the Canadian Labour Congress offers a Mental Health At Work online portal.

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The impact of COVID-19 on workplaces, communities and families across Canada is unprecedented. Many workers have lost their jobs or contracts, or have been recalled after layoffs. Other workers are on the front lines and putting their health and their families’ health at risk every day. Others are working remotely for the first time.

In the midst of all of this social distancing and the increased economic precarity felt throughout this crisis, workloads have now doubled or tripled for those caring for children, elders and persons with disabilities as schools, community centres and other planned daily activities cease to operate.

“Our lives have significantly changed as a result of this pandemic and this has already negatively impacted the mental health of many in workplaces across Canada,” explained Executive Vice-President Larry Rousseau. “It’s critical that workplaces are equipped with the resources and training necessary to provide accommodations and supports for mental health wellness of their workers.”

Even before the pandemic, mental illness accounted for about a third of all disability claims. With the added stressors of the current crisis, workers are feeling the negative impacts on their mental well-being even more than before.

Fighting for better mental health resources and supports can help to keep workers in their jobs and prevent mental illnesses from occurring in the first place. The Canadian Labour Congress offers a Mental Health at Work online portal. 

This online catalogue provides a series of resources, including how to bargain for better mental health supports in the workplace, geared towards workers and trade union activists who want to ensure their workplaces prioritize mental health outcomes for all.

“Mental Health Week is an opportunity for every workplace to recognize that better mental health care, an end to discrimination against people with mental illness and equitable work opportunities are human rights issues that must be prioritized.

“This week we want to say to workers who are struggling:  it’s okay to not be okay.  You are not alone.  Use the resources and get the help you need, and together we’ll get through this extraordinary challenge,” said Rousseau.

List of Useful Resources:

CLC Mental Health Resource Centre:
https://canadianlabour.ca/uncategorized/mental-health-resources/

Canadian Mental Health Association 
https://mentalhealthweek.ca/toolkit/

Canadian Centre for Occupational Health and Safety: Free mental health e-courses
https://www.ccohs.ca/topics/wellness/mentalhealth/

National Standard of Canada for Psychological Health and Safety in the Workplace
https://www.mentalhealthcommission.ca/English/what-we-do/workplace/national-standard

Kids help phone
https://kidshelpphone.ca/

Distress Centres
https://ca.edubirdie.com/blog/worldwide-and-canadian-crisis-centres

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“As communities mourn workers we’ve lost this year, including many in recent weeks, we must remember that we owe it to them to do everything we can to protect all those who are still working in the midst of this crisis,” said CLC President Hassan Yussuff. “The best way to honour them is to fight for the living. Every person should be able to go to work without the fear of being infected, or of bringing this virus home to their loved ones.”

The theme for the annual memorial this year is “Stop the pandemic at work.” Across Canada, 4.9 million workers have been deemed essential, meaning they have to keep reporting to work. They are risking their lives every day, keeping the rest of us safe and supplied. Many of these workers are paid minimum wage and receive no benefits. Workplace injuries and deaths are preventable, even in a pandemic. All workers, in every sector, deserve to come home safe at the end of their shift.

“Canada’s unions are calling for paid sick leave and adequate personal protective equipment for every essential worker on the front lines right now,” said Yussuff. “This pandemic has demonstrated who the essential workers really are. It is up to us to ensure society never undervalues essential workers again. That means fair compensation, benefits and all manner of necessary protections.”

In Canada, workers have three basic health and safety rights at work: the right to know about what could harm them in their workplace, the right to participate in decisions that affect their health and safety, and the right to refuse unsafe work. Canada’s unions are working to ensure that all essential workers know their rights and are able to exercise them as we all do our part to fight the pandemic.

This year, to respect public health guidelines, mourners will be gathering virtually to hold vigils for those who have lost their lives or had their lives changed forever because of an incident in the workplace.

To join the CLC’s call for a uniform policy of 14 paid, job-protected sick days for all workers, sign our petition here.

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Health care workers are working overtime, playing a critical role for their patients across the country and around the world, often without access to adequate personal protective equipment.

“These essential health care workers are making unimaginable sacrifices, losing time with their loved ones, and risking their own health,” said Canadian Labour Congress President Hassan Yussuff. “At a time when these workers are being asked to go above and beyond – sometimes acting as the only support for patients because of quarantine – we need to make sure they have every piece of equipment they need to reduce their own risk and any risk to their families.”

Canada’s unions stand in solidarity with all health care workers. These jobs are always challenging – with a lack of funding, threat of violence in the workplace, the trauma and stress faced by many, and an ongoing shortage of professionals ­– but more challenging now than perhaps ever before.

“We need to pay tribute to these workers, and demonstrate our thanks by following the best advice of public health officials – washing our hands, not touching our faces, and staying home whenever possible,” said Yussuff. “We owe it to all essential workers to do everything we can to stop the spread of COVID-19.”

At the end of this crisis, when the recovery starts, Canada’s unions will continue to press for adequate funding to ensure health care workers always have what they need to provide Canadians with the best possible care. This includes funding for national, public pharmacare, which would reduce hospital visits from those who can’t afford to take their medications as prescribed.

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While we are all struggling to make sense of the current crisis, we have to consider the most marginalized among us, who are always facing threats to their safety and security that the rest of us are now experiencing.

Trans folks are among our health care workers, they are re-stocking the shelves in our grocery stores, they are helping to deliver municipal services, all while facing uncertainty about their own access to much needed medications and gender-affirming surgeries. 

Being an ally means ensuring that trans people are not forgotten in our priorities as we look to rebuild after this crisis. 

“Trans people are part of our movement. We all have a role to play to better protect the rights of our trans members and ensure they have the support they need in our workplaces, in our unions and in our communities,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. 

Canada’s Unions are proud to mark the International Transgender Day of Visibility 2020 with the launch of a newly updated resource: Workers in Transition: A Practical Guide for Union Representatives and Trans Union Members. This revised version of the popular handbook includes a refreshed glossary of terms related to trans, Two Spirit and non-binary peoples’ experiences, as well as tools and strategies for workers, union representatives and activists to implement trans-inclusive policies and advocacy in all workplaces in Canada.

The labour movement will be a major part of Canada’s economic recovery, and we have the opportunity now to build awareness of the many barriers facing trans workers, and help trade union leaders, union staff representatives, local executives, committee members and shop stewards become better allies.

You can take action today by downloading your copy of the new Workers in Transition handbook now and becoming a trans ally in your workplace and in your community. 

To learn more about the International Transgender Day of Visibility, click here.

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The recommendation that people stay in their homes, along with added financial pressure and stress, can elevate the risk of violence and further entrenches isolation, which increases opportunities for abusers to exert power and control.

Women’s shelters and transition houses across the country are doing their best to remain open for those fleeing domestic violence, despite the current challenges. Federal and provincial governments have announced some new spending to support these necessary services during this critical time.

We all have a role to play.

How to help someone you know or those suffering in your community

What should you do if you are concerned about a co-worker, friend or family member that you believe is experiencing abuse?

• Remind them that you care about their health and well-being.
• Encourage them to reach out to their local shelter to get support and to develop a safety plan.
• Keep the lines of communication open to reduce isolation.
• Union representatives who have been assisting members with workplace safety planning can work with them and a shelter worker to adapt it to the new context.

How can you help in your community?

• Consider donating to local shelters so they can continue to offer services during this crisis. Contact your local organization to find out how you can help.

What to do if you need help

• Reach out to any women’s shelter or helpline, which will provide information, support and referrals to other services. You do not need to seek shelter to get help.
• Even if leaving does not feel like an option, shelter workers can provide assistance with developing a safety plan, offer a listening ear and help you better understand your situation.
• If you belong to a union, create or adapt a workplace safety plan with your union representative. If you don’t belong to one, work with your employer and a shelter worker.
• If you are in immediate danger, call 911. You do not need to tell the 911 operator why you are calling if you are afraid of your partner’s reaction. Even if you just say “I would like to order a pizza”, police will come to your home.

Useful links

Sheltersafe provides information and can help identify a shelter in your community. Crisis and distress lines are available in most provinces and territories, and 211 can identify local sources of support in many communities.

Remember, employers must ensure that Employee Assistance Programs (EAPs) remain accessible during the pandemic. These may be useful for those experiencing violence right now.

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Income support will be critical to minimizing the economic impact of COVID-19.

In addition, the Canadian Labour Congress is calling on all governments and employers to take every step necessary to protect the health and well-being of workers, including health care workers who are on the frontlines of this public health emergency. These measures include:

1. Permitting flexible work arrangements, telecommuting, video and teleconferencing, ending non-essential travel, and postponing unnecessary meetings and events.
2. Providing paid sick leave under short-term disability and sick leave plans while maintaining drug coverage.
3. Providing 14 days paid sick leave for workers under prevailing federal, provincial and territorial labour standards to cover the quarantine period. 
4. Waiving any requirement for a doctor’s note to permit sick leave.
5. Prohibiting coronavirus testing as a condition of continued employment.
6. Working with Service Canada to take full advantage of the improved EI Work-Sharing Program to minimize layoffs.
7. Working closely with health and safety committees and unions to provide accurate and timely information to employees about accessing benefits and support.
8. Providing compassionate care and bereavement leave support to employees, as well as mental health counselling and support.
   

   Specific to health care workers, employers should, among other things:

    

9.  Provide an adequate supply of appropriate N95 respirators on hand as well as PAPR (for aerosol-generating procedures, e.g. intubation) and other personal protective equipment.
10. Conduct a risk assessment to determine all points of potential entry (and how to restrict them) and other points of potential exposure for workers (e.g. screening, triage, isolation rooms).

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“Violence and harassment should never be part of the job. It’s time for our government to commit to ensuring that any worker who experiences homophobic and transphobic harassment and violence has the support they need,” said CLC President Hassan Yussuff.

May 17 is the International Day Against Homophobia, Transphobia and Biphobia (IDAHOTB), marking the anniversary of the World Health Organization’s (WHO) decision to remove homosexuality from its list of mental disorders and illnesses.

Canada’s unions have long championed LGBTQ2SI rights and safe and healthy workplaces, free from discrimination, violence and harassment. However, homophobia, transphobia and biphobia continue to affect LGBTQ2SI workers on the job and in communities. According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

“LGBTQ2SI workers face more barriers when it comes to reporting these crimes and accessing support services to deal with the impact of violence and harassment,” said Yussuff.

Later this month, the International Labour Organization (ILO) will begin negotiations for a new labour standard on violence and harassment in the workplace. Trade unions from around the world will be pushing for an inclusive standard to protect all workers and address the full spectrum of workplace violence and harassment.

The CLC is calling on Canada’s government to champion a standard that will protect workers who experience harassment and discrimination based on sexual orientation, and gender identity and expression.

“With leadership, education and action from our federal government, we can end harassment and violence and make workplaces safe for all workers, regardless of their sexuality or their gender identity and expression,” said Yussuff.

Add your voice and speak up against violence and harassment.

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Every April 28, Canada’s unions join workers and their families to mourn those who have been injured or killed on the job. Workplace violence and harassment have also led to worker deaths, as well as significant mental and physical injuries. Yet they are often less frequently talked about.

“Workplace harassment and violence are often overlooked hazards of the job,” said Hassan Yussuff, president of the Canadian Labour Congress (CLC). “In the era of #metoo and #timesup, we need to talk about the negative, even deadly, impacts these hazards can have in the workplace.”

Canada has strong violence prevention regulations that were developed by unions, employers and the federal government working together in a tripartite process. Federal Bill C-65 promises to finally recognize sexual harassment as a workplace hazard.

However, workers are also calling for new measures:

• First, to make it safe for workers to report harassment and violence by implementing anti-reprisal measures, including whistleblower protection;
• Second, to ensure federal health and safety officers can be as effective as possible by hiring more officers and ensuring they receive the robust training they need;
• And finally, to recognize domestic violence as a workplace hazard. This will raise awareness around the need for employers to conduct workplace risk assessments, training and safety planning, and to ensure supports are in place for workers experiencing domestic violence.

“We encourage the federal government to take meaningful steps to further protect workers from harassment and violence,” said Yussuff. “This impacts every sector.”

Supporters are encouraged to add their voice to this campaign at dayofmourning.ca. To find Day of Mourning events happening across Canada, visit the CLC website here.

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“Harassment and violence are serious barriers to equality, particularly for LGBTQ2SI workers, who are disproportionately affected by violence, harassment and bullying. Canada’s unions have proudly negotiated anti-harassment, anti-violence and anti-discrimination policies in workplaces across the country, but there is more work to do,” said CLC Executive Vice-President Larry Rousseau.

For those of us who identify as gay, lesbian, bisexual, trans, non-binary and Two Spirit, harassment and violence can be exacerbated by other forms of discrimination, like racism, sexism or ableism. This is a daily reality for far too many people.

According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

An Egale Canada report states that bullying can have long-lasting effects on an individual’s mental health, which can increase the risk of suicide. Studies confirm that suicide rates and suicidal thoughts are significantly higher in LGBTQ youth when compared to their non-LGBTQ peers.

The CLC’s groundbreaking research on the impact of domestic violence at work also revealed that trans workers reported substantially higher rates of experiencing domestic violence.

The International Day of Pink started in Nova Scotia when high school students intervened in support of a fellow student who was bullied for wearing pink. These students purchased pink shirts and encouraged their classmates to arrive at school wearing pink, in solidarity with their bullied peer. Everyone participated, effectively challenging homophobic and transphobic bullying in their school. The Day of Pink has since become a movement, with awareness-raising events taking place in across Canada and around the world.

In addition to helping raise awareness by participating on the Day of Pink, Canada’s unions continue to press for safer workplaces and an end to homophobic, transphobic and gender-based violence and harassment. This includes calling for a clear definition of violence and harassment to be applied to the recently-introduced federal legislation, Bill C-65, so that workers are protected from transphobic and homophobic harassment and violence, including bullying.

We also offer ongoing training and resources to help people address discrimination and create safer workplaces and communities free of gender-based violence, including homophobic and transphobic bullying.

The CLC recently launched #DoneWaiting, a campaign that outlines concrete steps the federal government can take to remove barriers to equality in Canada – which includes eliminating violence and sexual harassment in the workplace.

On the international stage, we are working with the global union movement to call for a new ILO Convention on gender-based violence in the world of work which explicitly includes protections for LGBTQ2SI workers.

“Violence and harassment should never be part of the job. We encourage everyone to challenge discrimination if and when they see it,” said Rousseau.

“On this Day of Pink we call on the federal government to make it safe for workers to report harassment and violence by implementing anti-reprisal measures, including whistleblower protection, to hire and train more federal health and safety officers to recognize and address all forms of harassment and violence, and to recognize domestic violence as a workplace hazard,” Rousseau added.

To learn more about CLC’s #DoneWaiting campaign visit donewaiting.ca. Read our LGBTQ2SI bargaining guide.

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