General Community Resources
All provinces and Territories have a 211 number for information about community and government services. 

Hope for Wellness: 1 855 242 3310 (Counselling and crisis intervention for Indigenous peoples in Canada available via phone or chat found at https://www.hopeforwellness.ca/).

Trans Lifeline: 1 877 330 6366 (Peer support phone service run by and for the trans community)

Nisa Helpline: (Monday to Friday 10:00am to 10:00pm EST, peer-to-peer counselling helpline available to Muslim women of all ages) 1-888-315-NISA (6472)

Violence and Sexual Violence Support
Sheltersafe.ca is an online resource to help women and their children seeking safety from violence and abuse. The clickable map is a fast resource to connect women with the nearest shelter that can offer safety, hope and support.

This resource is for women directly impacted by violence as well as for their concerned friends, family, colleagues and employers. Sheltersafe.ca is an initiative of Women’s Shelters Canada.

Alberta

Family Violence Information Line:
Toll-free 24-Hour Crisis Line/ Online Chat: 310-1818 (over 170 languages available)

British Columbia

VictimLink
Phone: 1-800-563-0808
TTY accessible at 604-875-0885; to call collect, contact the Telus Relay Service at 711. Text VictimLink BC at 604-836-6381.
VictimLinkBC@bc211.ca

Women Against Violence Against Women
24-Hour Crisis Line: 604-255-6344 or
National Toll-free 1-877-392-7583

Manitoba

Manitoba Association of Women’s Shelters
24 Hour Crisis Line: 1-877-977-0007

Klinic/ Sexual Assault Crisis Program
24-Hour Crisis Line: 1-888-322-3019

YWCA-Westman Women Shelter

New Brunswick

Fredericton Sexual Assault Crisis Centre
24-Hour Crisis Line: 506-454-0437

Newfoundland and Labrador

Newfoundland and Labrador Sexual Assault Crisis and Prevention Centre
24-Hour Crisis Line: 1-800-726-2743

Northwest Territories

Northwest Territories Health and Social Services—Family Violence Services for Women
Crisis Numbers Listed by Region

The Healing Journey Northwest Territories
Aboriginal Transition Houses and Family Violence Crisis Lines
Crisis Numbers Listed by Region

Nova Scotia

Transition House Association of Nova Scotia
Crisis Numbers Listed by Region

Avalon Sexual Assault Centre Halifax
After an immediate sexual assault (within  5 days or 120 hours), call: 902-425-0122

Nunavut

Assaulted Women’s Helpline – In English and French
24-Hour Crisis Line: 1-866-863-0511

Ontario

The Assaulted Women’s Helpline
Toll-free: 1-866-863-0511
TTY: 1-866-863-7868

Pour les services en français, veuillez appeler FEM’AIDE:
1-877-336-2433 (sans frais)
1-866-860-7082 (ATS)

Prince Edward Island

Anderson House Shelter
24-Hour Crisis Line: 1-800-240-9894

Quebec

S.O.S. Violence Conjugale
Montreal: 514-873-9010
Toll-free: 1-800-363-9010

Saskatchewan

Saskatoon Interval House
24-Hour Crisis Line: 1-888-338-0880

Regina Transition House
24-Hour Crisis Line: 306-569-2292

Yukon

Yukon Women’s Transition Home
24-Hour Crisis Line: 867-668-5733

The post Sources of support and information appeared first on Canadian Labour Congress.

Do ensure the person experiencing domestic violence feels they have control over what steps are taken.
Don’t insist you know what’s best for the person experiencing violence or try to convince them to leave the relationship. Each situation of domestic violence is different and it’s impossible to know what’s best unless you’re involved. Again, always defer to the person experiencing violence as to how you can best support them and allow them to have a space to feel comfortable.

Do take all possible measures to respect the confidentiality of the person experiencing domestic violence.
Don’t promise the person experiencing violence that you will keep the secret no matter what, as you may need to report the incident to someone else if there is an immediate threat of harm.

Do be compassionate, patient and calm if someone discloses experiencing abuse to you. It may be the first time they’ve ever spoken about domestic violence and it may be hard for them to admit.
Don’t take on the victim’s experiences as your own personal responsibility. Never try to “fix” a scenario of domestic abuse, but rather offer support.

Do inquire how domestic violence is impacting the person at work, as this information is extremely helpful in supporting the person experiencing domestic violence and their co‑workers, and ensuring the workplace remains safe.
Don’t pass judgment on the scenario or try to force the person experiencing abuse into taking certain actions at home or in the workplace. First and foremost, your job is to listen.

Do suggest the victim keep a written record of the domestic violence incidents that impacted their work life. If the worker is concerned that their abuser may find the written record consider sharing this link with ideas for how to safely store records of abuse.
Don’t feel you need all the answers. At any time, refer the worker to a professional resource or trained support (such as a woman’s advocate, local women’s shelter, or the Domestic Violence Coordinator of your local police service).

Do discuss a safety plan with the person experiencing domestic violence. Your workplace may already have a policy in place; however, ensure it is adapted to the specific needs of the worker you are speaking with.
Don’t stay quiet if you see warning signs of domestic violence (especially if they are high risk). Listen to your intuition and wait for the right time and place to have an SNCit conversation with your co-worker.

If the person you suspect is experiencing abuse is working remotely follow these dos and don’ts:

Do make sure all workers have access to information on warning signs of abuse, high risk factors, domestic violence leave information, and local resources and supports through an intranet, newsletter, or other workplace-specific communication network.
Don’t try to have a conversation about your concerns with a work over video call or phone because you cannot guarantee they are alone and in a safe place to have this conversation.

(adapted from the Centre for Gender Related Violence Studies)

The post Dos and don’ts for union stewards, occupational health and safety reps and other union reps appeared first on Canadian Labour Congress.

Of course, you will have to provide some information. If you need to take sick days or short-term leave, your doctor’s note specifying what you need should be enough. You only need to tell your employer about medical information that directly affects your ability to do your job.

Remember that people with many different physical illnesses may not choose to share that information with their union, co-workers or employers. The same is true for mental illness.

Examples of information your doctor might share:

Let’s say you have anxiety that is affecting your work. You don’t have to tell this to your employer. But you need to give them enough information to accommodate you. Your doctor could say:

• You have a lot of fatigue and so will need a graduated return to full hours
• You are less resilient to stress currently and so need to be relieved temporarily of some of your most stressful duties
• You have trouble concentrating currently and so will need to temporarily work on long-term projects instead of projects with tight deadlines
• You sometimes need a break from a noisy work environment, so you may need access to a quiet space for several times a day, when you need it

Accommodations based on this information might help you stay in your current job, and they don’t reveal your diagnosis.

What do you want to reveal?

The Canadian Mental Health Association suggests different ways you can describe a mental health challenge. You could be very general (“a medical condition”) or specific (“bipolar disorder”).

Here are some ways you can describe a mental illness:

• Neurological problem
• Medical condition
• Biochemical imbalance
• Hard time with stress
• Mental illness
• Psychiatric disorder
• Psychological disability
• Or give a specific diagnosis, like depression or PTSD.
   

The post Who do you have to tell? appeared first on Canadian Labour Congress.

Employee Assistance Programs or Employee & Family Assistance Programs (EAP or EFAP)

Your steward can let you know or help you find out if your workplace has an Employee Assistance Program (EAP) or a Employee & Family Assistance Program (EFAP). It might also be posted in your workplace. EAPs offer short-term counselling at no cost to you. Programs vary, but usually cover four to six sessions with a trained counsellor. Depending on your situation, this may be enough. If you use up all your sessions, your EAP counsellor may be able to refer you to other resources or in some cases, you may be able to get further sessions if you request it and need further care.

EAP programs are typically delivered by third-party companies. You contact the EAP provider, who then gives you the name of a counsellor in your area. Many companies will allow you to make specific requests. For example, if you are more comfortable in a language other than English, ask if you can be referred to someone who speaks your language of choice.

EAPs are confidential. Your situation is kept in confidence and will not be shared with your employer or co-workers.

Health Benefits

Does your job come with health benefits? If it does, find out if these include access to counselling, and a drug plan that can help cover the costs of medication like anti-depressants.

If you do have health benefits that will cover counselling, make sure you know exactly what is covered before you make an appointment. There are many different credentials for therapists, and some plans are limited in the types of counsellors they will cover.  They may be called psychotherapists,  psychologists, social workers, or have another designation like registered counselling therapist. Not all health plans cover all counsellors. Try to choose someone who is covered, so you don’t have to pay out of pocket. You should also find out what the annual maximum is that you can claim. Counsellors may charge between $80-$250 an hour. Some may have sliding scales for fees as well.

Some plans will cover counselling only if you have a referral from a doctor. So you may need to see a doctor to get a referral before going to see a therapist.

Family Doctor

Your family doctor will also be someone who can help you. Doctors can prescribe treatments like anti-depressants and anti-anxiety medications, and may also be able to refer you to more specialized resources in the public health system. They can direct you to publicly funded services like mood disorder or eating disorder clinics, for example. If your doctor works in a collaborative clinic, it’s possible that there is someone on staff who offers counselling. Your doctor can also help you identify whether or not you might need more specialized treatment.  If you don’t have a family doctor, seeing a doctor at a walk-in clinic could also be helpful to you in getting help.

The post Find out your options and benefits appeared first on Canadian Labour Congress.

Here are a few things you can do to help:

• Encourage the member to see a doctor who can determine if they need some time off, or accommodations so they can keep doing their job. If the member needs accommodation, let the member know that the note from their doctor needs to be as specific as possible. For example, specifying the kinds of tasks and responsibilities the worker should avoid for medical reasons is better than saying something more general, like “light duties”.
• If the member needs to take time off, help them approach the employer to discuss it. You should be knowledgeable about what kind of leave is available, and you can help the employer understand that the member needs time off for a health issue.
• If the member needs accommodations, start the process of determining what accommodation are needed. Accommodation is a process that involves the worker, union, and employer. The employer has a duty to accommodate workers when it comes to mental health. These accommodations may be temporary, and are often relatively simple and inexpensive to implement. You can be a strong advocate for making sure your members get the accommodations they need.
• Most employers have some understanding of the duty to accommodate generally, but may not be experienced or familiar with accommodating a worker with a mental illness. As the union representative, you can help the process along, by sharing useful information about accommodations for mental health when appropriate.

Before you approach the employer, make sure that the member wants your help in talking to the employer and agrees to it. Remember that you should not reveal a diagnosis of mental illness to the employer, unless the member wants to share it with the employer. Accommodation needs and specific limitations must be shared with the employer and making sure the member understands the difference is important.

The post Approaching the employer appeared first on Canadian Labour Congress.

The member you are assisting may need accommodations in the workplace, so they can continue to do their job. Some people need permanent accommodations, but many people with mental health challenges will only need temporary measures to help them stay on the job or ease them back into work. It’s also important to remember that mental illness is often episodic: People with depression don’t feel sad all the time, just as people with other mental illnesses don’t always experience symptoms. Some members with mental illness may need accommodation for a short period of time and then not need it again for years.

Members don’t have to tell the employer their specific diagnosis given privacy law. You should work with your member & their doctor to explain their specific needs & limitations that affect their work to the employer. The member will likely need a doctor’s letter on their needs & limitations.

Depending on your employer, it can sometimes be hard to discuss these issues – especially if you are in recovery from a mental illness. Advocating for your member and helping them talk to your employer will be a key role for union representatives.

Employers have a legal responsibility & duty to accommodate workers. The union and the worker also have responsibilities and the union representative can help a member make sure they understand their responsibilities and clearly communicate their accommodation needs to the employer.

4 examples of changes for accommodation:

Let’s say you have a member experiencing anxiety that is affecting their work. They don’t have to share this diagnosis with your employer. But the member must give them enough information about their needs & limitations in order to be accommodated. Their doctor could say they temporarily need:

• They have a lot of fatigue and so will need a graduated return to full hours
• They are less resilient to stress currently and so need to be relieved temporarily of some of your most stressful duties like crisis client calls
• They have trouble concentrating currently and so will need to temporarily work on long-term projects instead of projects with tight deadlines
• They sometimes need a break from a noisy work environment, so they may need access to a quiet space for several times a day, when needed

Accommodations based on this information might help you stay in your current job, and they don’t reveal your diagnosis. You can find other accommodation suggestions for mental health issues at http://askjan.org/media/Psychiatric.html

Workers’ Compensation

Most people with a mental illness can be accommodated by the duty to accommodate law. Some workers with a mental illness like PTSD may have their illness be brought on or greatly affected by a workplace incident or a series of incidents. In some provinces there is now specific workers’ compensation coverage for some workers with PTSD. You should talk to your union representative if this is the case and they will help guide you as to whether you filing a workers’ compensation claim is appropriate. There is also coverage in some provinces for workplace violence, harassment, stress or harm to psychological well-being that happens in the workplace– if these are significant factors for your member’s situation then filing a claim for worker’s compensation maybe appropriate.

We are currently in an evolving environment in terms of representing members with mental health issues. Where we are today will be different from where we will be 5 or 10 years from now. The best practices in representing members will continue to evolve and unions will need to keep listening to our members with mental health issue and keep learning how best to represent them going forward.

The post Duty to accommodate and Workers’ Compensation appeared first on Canadian Labour Congress.

It’s important to let members know what kind of sick leave, short term disability or long term disability benefits they have under their contract if needed.  Depending on your contract or your employer’s policies, it’s also helpful to let them know what kind of doctor’s letter they may need to take this kind of leave…

If you don’t have sick leave or short-term disability and the member needs time off, suggest they apply for Employment Insurance Sickness Benefits. EI sickness benefits will cover a person for up to 15 weeks, if they are temporarily not able to work because of illness, including mental illness. You can find information about applying for EI Sickness Benefits here: https://www.canada.ca/en/services/benefits/ei/ei-sickness/eligibility.html

Many workers believe they have to tell their employer the specific reason that they are seeking time off work. Workers’ have the right to the privacy of their diagnosis, but you will need to let them know that they need to let the employer know of any limitations they have in returning to work. Two examples would be:

• 1) they have a lot of fatigue and so need shorter hours temporarily or
• 2) they have trouble concentrating with a lot of noise and need a quiet place to work temporarily.

The post If a member needs to take time off work… appeared first on Canadian Labour Congress.

Here are some other suggestions for where to look for help:

• Provincial & territorial health webpages provide links to mental health services – see these links in the Resource section of this website
• 211 service or http://www.ementalhealth.ca is available in some provinces & territories – not all provinces or parts of a province or territories are covered. It connects you to government and community-based health and social services. You can access the service by calling 211. It is free and confidential. You can also search by web http://211.ca/
• Your provincial division of the Canadian Mental Health Association should have a list of resources. You can find contact information for your provincial CMHA here: http://www.cmha.ca/get-involved/find-your-cmha/
• Advocacy and support organizations deal with specific mental illnesses. Many of these organizations also run support groups, both for family members/caregivers and for people with mental health challenges. Look for provincial or local chapters of national organizations like the Schizophrenia Society of Canada, the Mood Disorders Society of Canada, the National Eating Disorder Information Centre, or the Organization for Bipolar Affective Disorders Society.
• Specialized clinics often run support groups. Contact hospital-run clinics, like those for people with eating disorders, psychosis, depression, anxiety, and those using substances harmfully. Some of these may be open to people who are not patients at the clinic. If these clinics don’t run support groups, they may be able to direct you to other resources.
• Local health authorities may have support groups or courses on living with mental illness or supporting those who do.
• Most provinces have peer support programs that allow you to talk to other people who have experienced mental health challenges.
• There are also organizations that cater to specific segments of the population – for example, youth living with mental illness.

The post Finding community resources appeared first on Canadian Labour Congress.

 Here are 5 steps (adapted from CUPE & the Canadian Mental Health Association) to having a conversation about mental health with a member. Of course, in the real world conversations don’t always follow clearly outlined steps, but this is a helpful guide.

1. Describe what you’ve noticed – “what’s causing you concern?” – in a factual, neutral, non-judgmental way.
Use phrases like “I’ve noticed” or “It seems like” or “I was wondering”. 

Examples:
“I’ve noticed that you’ve been having lunch alone more lately.”
“It seems like you’ve been really quiet lately.”
“I was wondering if you have too much work to handle right now.”

2. The next step is to listen.
Be empathetic, and encourage the person to tell you more, if they want to. 

Examples:
“Can you tell me more about that?”
“I’m sorry to hear you’re struggling with that.”

3. The third step is to talk a bit about the importance of addressing what’s going on.
If things continue, there may be negative consequences, and that’s something that everyone wants to avoid.

 Examples:
“I’m worried about all the stress you’re dealing with.”
“I’m worried that your manager might discipline you about coming in late.”

4. Listen to what the member is saying, and talk about it a bit more.
See if there is anything more going on than what you’ve noticed.

 Examples:
“Is there something causing you a lot of stress?”
“Do you know why you’re having a hard time with…?”

5. Finally, look into possible options together.
These could include finding community resources, suggesting other options like seeing their doctor or talking to the employer when appropriate.

Examples:
“I wonder if your doctor could help.”
“I know of a support group that might be helpful. Want me to give you the contact information?”
“I don’t know if the manager understands what’s going on. Would you like me to go with you to talk to her?”

It may take several conversations or several attempts to have a conversation before a member shares anything with you. Keep in mind, for someone struggling with mental health issues, they genuinely may not be aware that they may have a mental health issue or a mental illness. They also may be quite frightened about what is happening to them and may be afraid to share what they are experiencing. It is important that you don’t make specific assumptions about their health, but encourage them to share what they can with you and work with them to find them some support for what they are facing.

This process may be frustrating for you, but be patient and keep trying – this member needs your help.

The post How to have a conversation appeared first on Canadian Labour Congress.

General Mental Health Information
Community Training
The National Standard on Psychological Health & Safety in the Workplace
Mental Injury Toolkit
Accommodations for Workers with Mental Health Issues
Provincial, Territorial and Community Mental Health Links
Substance Use and Addictions
Violence in the workplace
Affiliate Union Resources
Video Resources

General Mental Health Information

Canadian Mental Health Association:

• Myths about mental illness
• General info on mental illnesses

Being There ─ When Mental Illness Strikes Someone Near You

Mental Health Commission ─ Improving mental health outcomes for all

Guarding Minds at Work ─ A Workplace Guide to Psychological Health & Safety

Community Training

Mental Health Commission of Canada (MHCC):

• Mental Health First Aid
• Webinars
• St. John Ambulance also offers the MHCC’s Mental Health First Aid 2 day program

Canadian Mental Health Association runs a number of training programs – check with your local CMHA

The National Standard on Psychological Health & Safety in the Workplace

• MHCC and the national standard
• FAQ – The National Standard of Canada
• Case Study Research Project

Mental Injury Toolkit

Occupational Health Clinics for Ontario Workers Inc.

• Mental Injury Toolkit
• Mental Injury Toolkit: video series

Accommodations for Workers with Mental Health Issues

Job Accommodation Network (this is a US source, but the comprehensive list of suggestions can apply to any worker anywhere)

Provincial, Territorial and Community Mental Health Links

British Columbia

• Mental Health and Substance Use Supports in B.C.
• Health Link BC – Mental Health

Alberta

Alberta Health Services – Addiction and Mental Health

Saskatchewan

Mental Health and Addiction Services

Manitoba

Mental Health and Addictions

Ontario

• Mental Health and Addiction Services
• Mental Health Helpline

Quebec

Help and Resources in Quebec

New Brunswick

Addictions and Mental Health Services

Prince Edward Island

Mental Health Services

Nova Scotia

Mental Health Services

Newfoundland & Labrador

Mental Health and Addictions

Yukon

Mental Wellness and Substance Use Services

Northwest Territories

Health and Social Services – Mental Health

Nunavut

Department of Health – Mental Health

CMHA – Canadian Mental Health Association ─ your local CMHA can assist you finding local mental health and substance use resources

The following websites can help locate local mental health and addictions services in certain areas of the country:

• eMentalHealth.ca ─ Mental Health Services, Help and Support In Your Community
• 211

Substance Use and Addictions

• CMHA ─ Addictions
• CAMH ─ Mental Health & Addiction Information A-Z
• CUPE ─ Opioid Overdose Response
• CUPE ─ Occupational Opioid Exposure
• BCGEU ─ Stop The Fentanyl Crisis

Violence in the workplace

• Workplace Violence and Harassment Prevention Kit
• Domestic violence at work resource centre
• Violence. Not part of our job.
• Enough is Enough: Safe Workplaces for All
• ETFO Action on Violence in Schools
• Workplace Violence and Workplace Harassment
• Make It Our Business: Addressing Domestic Violence in the Workplace
• ILO: Eliminating Violence and Harassment in the World of Work
• Canadian Human Rights Commission: What is harassment?
• Canadian Centre for Occupational Health and Safety – Violence in the Workplace
• Government of Canada – Guide to violence prevention in the workplace

Affiliate Union Resources

ATU

• https://wemovetoronto.ca/managing-mental-health-and-well-being/

BCTF

• https://bctf.ca/wellness/
• https://bctf.ca/publications/BriefSection.aspx?id=46997

CFNU

• http://nursesunions.ca/research/enough-is-enough-safe-workplaces-for-all/

CUPE

• https://cupe.ca/cupe-can-help-you-improve-mental-health-your-workplace
• https://cupe.ca/workplace-harassment-and-mental-injuries-examining-root-causes
• https://cupe.ca/opioid-overdose-response
• https://cupe.ca/occupational-opioid-exposure
• https://cupe.on.ca/antiviolence/
• https://cupe.ca/order/workplace-violence-and-harassment-prevention-kit-limit-15-kits-order

ETFO

• http://www.etfo.ca/SupportingMembers/Employees/PRSMattersBulletin/Pages/Member%20Mental%20Health.aspx
• http://etfohealthandsafety.ca/
• http://www.etfo.ca/SupportingMembers/Resources/Pages/BodyImageProject.aspx

IAFF

• https://www.iaff.org/behavioral-health/

NUPGE

• https://www.nupge.ca/content/unions-leading-way-tackling-mental-health-issues-workplace
• https://nupge.ca/sites/default/files/documents/no_health_without_mental_healh_policy_paper.pdf
• http://events.nupge.ca/sites/default/files/documents/ptsd/draft%20-%20Report%20PTSD%20roundtable1.pdf
• https://fentanyl.bcgeu.ca/five_things_we_learned
• https://opseu.org/sector/mental-health/
• http://www.ohcow.on.ca/mit-video-series.html
• http://nsgeu.ca/health-safety/ohs-topics/
• http://nsgeu.ca/nsgeu-bully-free-workplaces/
• https://www.youtube.com/watch?list=PLxxhyOMPg1q5jsZtgXSSSJ2ZNE4ni5zLh&v=nqPeZ6gb6kM

OECTA

• http://www.catholicteachers.ca/For-Your-Benefit/Professional-Services-and-Supports

OSSTF

• http://www.osstf.on.ca/publications/update/2016-2017/44-01/mental-health-matters-more-than-ever.aspx?class=socialmedia
• http://www.osstf.on.ca/-/media/Provincial/Documents/Resource-Centre/Briefs-and-Submissions/submission-on-well-being-in-our-schools-engagement-paper.ashx?sc_lang=en-CA

PIPSC

• http://www.pipsc.ca/labour-relations/stewards/pocket-guides/mental-health-resource-guide

PSAC

• http://psacunion.ca/topics/mental-health
• http://psacunion.ca/mental-health-work-why-it-matters
• http://www.usge-sesg.com/en/psychological-trauma-widespread-in-federal-public-safety-employees

SEIU

• https://seiuhealthcare.ca/mentalhealth/
• https://seiuhealthcare.ca/covid-19-updates-and-resources/
• http://www.seiuhealthandsafety.org/category/workplace-violence/

TEAMSTERS CANADA

• http://teamsterscanada.org/en/mentalhealth/

UFCW

• http://www.ufcw.ca/index.php?option=com_content&view=article&id=31755&Itemid=2347&lang=en

USW

• http://www.usw.ca/act/campaigns/d6hcc/resources/dealing-with-mental-health-in-the-workplace
• https://www.usw.ca/news/media-centre/articles/2020/information-for-usw-members-in-canada-health-and-safety-during-covid-19

Video Resources

• TVO’s Workplace Mental Health
• The 5+ minute video on social determinants from the Nova Scotia Public Health

Short Anti-Stigma Videos

• Car Accident
• You Are Not Alone
• Mental Health in the Workplace

The post Mental Health Resource Centre appeared first on Canadian Labour Congress.

People who want to access therapy generally without paying have to see family doctors – who may or may not be properly trained in mental illness – wait a long time to see someone in the public system, or make an appointment privately with a counsellor. That is, if they can afford it: The cost of a counsellor can easily run from $80-$250 per hour.

Other countries, like Britain, Germany, and Australia offer some form of public coverage for psychotherapy. In Quebec, the Coalition for Access to Psychotherapy, which includes doctors, advocates and researchers, has been calling for a public insurance plan that would cover the costs of therapy.

A 2015 article in the Globe and Mail made the case for publicly funded therapy, stating “Research has found that psychotherapy is as effective as medication—and in some cases works better. It also often does a better job of preventing or forestalling relapse, reducing doctor’s appointments and emergency-room visits, and making it more cost-effective in the long run.”

We also know that a good relationship between health care clients and practitioners plays an important role in recovery from mental illness. According to the Centre for Addiction and Mental Health (CAMH), that relationship accounts for 30 percent of the process. A CAMH document says that “the warmth, empathy, caring and non-judgmental attitude that the counsellor brings to the relationship with a client” is critical.

We can lobby to expand health benefits for workers so that they cover psychotherapy. However, most health plans cover only a very limited number of sessions or have limited fee coverage. Even expanded benefits are unlikely to dramatically increase that. To ensure true access, we need to lobby for access to therapy for all.

Mental health and mental illness are complicated. Drugs can have a role to play, and so can therapy. Canadians spend about a billion dollars a year on private psychologists, with nearly a third of that being paid for out of pocket. Therapy is an important treatment for improving and maintaining good mental health, and it should not be available only to those with generous health plans or those who can afford to pay for it.

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Even when treatment and services are available, they are not always culturally appropriate. Staff may not understand different cultural values or different understandings of mental illness. There may also be language barriers. Treatments that are standard and relatively effective for one community may not be appropriate for another. As the Mental Health Commission of Canada points out, it is not enough to offer diversity training. We need to ensure that health care providers, “also acknowledge the influence that social disparities and imbalances of power can have on relationships”. We also need health care professionals who have a range of experience and social identities to better serve people seeking mental health services.

Individual communities and groups also face particular challenges. Being alert to these differences can be critical when it comes to recognizing and appropriately treating mental health challenges. For example, caregivers need to take into account things like gender, age, social and cultural factors, and personal history. Racism is a risk factor for post-traumatic stress disorder. Discrimination faced by 2SLGBTQI people can have an impact on mental health. After centuries of colonialism and the cultural genocide caused by residential schools, Indigenous youth are at a much higher risk for suicide than non-Indigenous youth. An Indigenous worldview on mental health is quite different than our existing medical system’s perspective on mental health.

We need to lobby for training and services that recognize differences in culture, values, and lived experience so that all providers can be appropriately trained, recognize the limitations of their own knowledge, and be open to asking questions instead of making assumptions.

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Collective care strategies:

• Make sure your chief steward or someone on the executive is aware you are assisting a member with a mental illness—ask them to check in with you from time to time and take time to talk to them regularly if it would be helpful.
• If you need more help supporting a member with a mental illness, ask for it from your local.
• Make sure you are spending a reasonable amount of time with this member. If you feel like they are asking for more time than you can give or the calls/visits are too long, then set some limits and let your chief steward or someone on the executive know that you’ve done this and may need more support from them.
• If you need more training on these issues, ask the local to send you and others for training.
• Periodically, the local or the union can review the numbers of mental health issues the local or union is facing and assess whether more training, support, or other strategies are needed to address these issues in the workplace for members.

Self-care strategies:

• Eat well. Treats are great, but try to generally eat healthy meals and snacks.
• Get regular exercise. This doesn’t have to be complicated. It could be as simple as riding a bike or going for walks.
• Develop healthy sleep habits. Running on too little sleep eventually catches up to you—and having your sleep regularly disrupted can wear you down.
• Spend time on activities you enjoy. We often think we don’t have time to do something just for fun, but these kinds of activities are important.
• Allow yourself some time to unwind and to nourish your contemplative side: take a walk, visit a museum, go look at the sunset.
• Connect with other people in your life. Make time for friends and family.

When it comes to self-care, small repeated everyday activities can make a big difference and help you avoid burning out physically or emotionally.

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Alberta

British Columbia

Manitoba

Newfoundland and Labrador

As of July 1, 2019, all workers in Newfoundland and Labrador covered by the workplace injury system became eligible for presumptive coverage for post-traumatic stress disorder (PTSD). The legislation presumes workers to have developed their diagnosed PTSD as a result of a traumatic event or multiple events at work. 

Learn more: https://www.gov.nl.ca/releases/2018/exec/1204n04/

New Brunswick

Ontario

• Police, including First Nations constables, and chiefs of police
• Full-time, part-time, and volunteer firefighters, fire investigators, and fire chiefs
• Paramedics, emergency medical attendants, and ambulance service managers
• Emergency service dispatchers
• Correctional officers and youth service workers
• Emergency response team members dispatched by a communications officers

Saskatchewan

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From the Toolkit: “The Toolkit will provide workers a basic understanding and a place to start to learn about workplace stress and what to do about it. The guide gives definitions, common causes of mental distress, legal frameworks (focusing on Ontario), possible actions to take, and resources available. It is an introduction and action guide created by workers for workers. These tools are not clinical diagnostic tools. They are not meant to diagnose medical or psychological conditions or to be used by a physician to these ends.

These tools are designed to identify problems that may exist within the workplace and provide possible avenues to address them. This resource kit and tools are provided with a focus on the Ontario jurisdiction – workers in other provinces or in federally regulated workplaces should refer to their own legal framework.”

This toolkit could be easily adapted for other jurisdictions and unions should consider using this toolkit as a very concrete, proactive tool for taking on systemic health issues in the workplace.

The Toolkit uses a survey tool:
“The Copenhagen Psychosocial Questionnaire (COPSOQ) is a tool where workers record their exposures to psychosocial hazards and general health outcomes. The questionnaire helps make the link between what psychosocial hazards may be affecting worker health outcomes. The survey has been validated and extensively used in Denmark, Spain, Belgium and Germany. There is reference population data available that allows you to compare the results of your workplace to a representative sample of the Danish working population. The questionnaire contains questions on work environment factors, the personal experience of symptoms, the relationship between work and home life, and conflicts and offensive behaviours.

The purpose of using the survey is to identify which stress factors have been associated with health symptoms so the results can provide a focus for efforts to prevent the stress. Surveys are considered screening tools (early warning system) designed to catch problems before they cause serious psychological and physical health effects.”

With proper training on using the survey tool, local unions & their health and safety committees will have a strong resource in helping them identify and analyze workplace stressors and develop strategies to address them to improve workers’ health.

For further information:

• Mental Injury Toolkit Video Series

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Mental health is an ever-changing field, so even people who have had training should make sure it is up to date.

Sources of training:

The Mental Health Commission of Canada offers Mental Health First Aid Training which is a 2-day program that helps people recognize the signs of mental health illnesses and crises and understand how to respond appropriately.

The Canadian Mental Health Association offers a variety of courses including workplaces through Mental Health Works. Local CMHAs run short mental health and illness awareness courses and programs like safeTALK and Applied Suicide Intervention Skills Training (ASIST).

There may be other service providers in your community that provide training as well.

Your union may have training or may be developing training. The CLC offers a course on mental health in the workplace.

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Racialized people, women, members of LGBTQ communities, Indigenous People, people with disabilities, younger and older people, immigrants, migrant workers and refugees generally face more harassment and discrimination in the workplace than others. As a result of this, they are at increased risk of mental health challenges and also face systemic barriers in accessing mental health services and treatment.

The trauma from racism experienced by racialized and Indigenous People is recognized now by the medical community as a cause for PTSD. People with disabilities facing consistent discrimination in the workplace, including fewer employment and advancement opportunities often have more precarious mental health. Young Indigenous People dealing with generations of colonialism and cultural genocide and LGBTQ youth facing regular discrimination have higher rates of suicide than the rest of the population.

Union representatives need to maintain a consistent awareness of how harassment and discrimination in the workplace can contribute to mental health challenges. Representative need to be sensitive to whether the members they are supporting are experiencing these issues and if further supports or strategies are needed to assist them.

This research paper from CUPE explores these issues in greater detail.

Domestic violence

One in three workers have experienced domestic violence, and for many, the violence follows them to work.

Often abusers will try and prevent victims from getting to work, causing them to be late or to have to miss work. Abusers also may excessively call, email, or text victims while they are at work, come into the workplace, or stalk the victim.

Over 80 percent of domestic violence victims report that their work performance was negatively affected. Absenteeism and poor work performance can leave victims vulnerable to discipline and some even lose their jobs.

Union representatives need to educate themselves and their members on how domestic violence can affect workers’ mental health and their work life. The CLC has extensive resources for unions on this issue.

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Here are some other suggestions for where to look for help:

• 211 service is available in some provinces and one territory. It connects you to government and community-based health and social services. You can access the service by calling 211. It is free and confidential. You can also search by web http://211.ca/
• Your provincial division of the Canadian Mental Health Association should have a list of resources. You can find contact information for your provincial CMHA here: http://www.cmha.ca/get-involved/find-your-cmha/
• Advocacy and support organizations deal with specific mental illnesses. Many of these organizations also run support groups, both for family members/caregivers and for people with mental health challenges. Look for provincial or local chapters of national organizations like the Schizophrenia Society of Canada, the Mood Disorders Society of Canada, the National Eating Disorder Information Centre, or the Organization for Bipolar Affective Disorders Society.
• Specialized clinics often run support groups. Contact hospital-run clinics, like those for people with eating disorders, psychosis, depression, anxiety, and those using substances harmfully. Some of these may be open to people who are not patients at the clinic. If these clinics don’t run support groups, they may be able to direct you to other resources.
• Local health authorities may have support groups or courses on living with mental illness or supporting those who do.
• Most provinces have peer support programs that allow you to talk to other people who have experienced mental health challenges.
• There are also organizations that cater to specific segments of the population—for example, youth living with mental illness.

If a member needs to take time off work

Working when you are dealing with mental health challenges can be very difficult. It may also lead to other problems at work. If a member is feeling depressed and overwhelmed, for example, they may find themselves not responding at their usual speed, or falling farther behind in their work. Or they may simply be unable to face their regular tasks.

It’s important to let members know what kind of sick leave, short term disability or long term disability benefits they have under their contract if needed. Depending on your contract or your employer’s policies, it’s also helpful to let them know what kind of doctor’s letter they may need to take this kind of leave.

If you don’t have sick leave or short-term disability and the member needs time off, suggest they apply for Employment Insurance Sickness Benefits. EI sickness benefits will cover a person for up to 15 weeks if they are temporarily not able to work because of illness, including mental illness. You can find information about applying for EI Sickness Benefits here: https://www.canada.ca/en/services/benefits/ei/ei-sickness/eligibility.html 

Many workers believe they have to tell their employer the specific reason that they are seeking time off work. Workers have the right to the privacy of their diagnosis, but you will need to let them know that they need to let the employer know of any limitations they have in returning to work. Two examples would be 1) they have a lot of fatigue and so need shorter hours temporarily or 2) they have trouble concentrating with a lot of noise and need a quiet place to work temporarily.

Duty to accommodate and Workers’ compensation

Under Canadian law, employers have to make every reasonable effort to accommodate workers with disabilities, including mental illness in the workplace.

The member you are assisting may need accommodations in the workplace, so they can continue to do their job. Some people need permanent accommodations, but many people with mental health challenges will only need temporary measures to help them stay on the job or ease them back into work. It’s also important to remember that mental illness is often episodic: People with depression don’t feel sad all the time, just as people with other mental illnesses don’t always experience symptoms. Some members with mental illness may need accommodation for a short period of time and then not need it again for years.

Members don’t have to tell the employer their specific diagnosis given privacy law. You should work with your member and their doctor to explain their specific needs and limitations that affect their work to the employer. The member will likely need a doctor’s letter on their needs and limitations.

Depending on your employer, it can sometimes be hard to discuss these issues—especially if you are in recovery from a mental illness. Advocating for your member and helping them talk to your employer will be a key role for union representatives.

Employers have a legal responsibility and duty to accommodate workers. The union and the worker also have responsibilities and the union representative can help a member make sure they understand their responsibilities and clearly communicate their accommodation needs to the employer.

4 examples of changes for accommodation:

Let’s say you have a member experiencing anxiety that is affecting their work. They don’t have to share this diagnosis with your employer. But the member must give them enough information about their needs and limitations in order to be accommodated. Their doctor could say what they temporarily need:

• They have a lot of fatigue and so will need a graduated return to full hours;
• They are less resilient to stress currently and so need to be relieved temporarily of some of your most stressful duties like crisis client calls;
• They have trouble concentrating currently and so will need to temporarily work on long-term projects instead of projects with tight deadlines;
• They sometimes need a break from a noisy work environment, so they may need access to a quiet space for several times a day, when needed.

Accommodations based on this information might help you stay in your current job and they don’t reveal your diagnosis. You can find other accommodation suggestions for mental health issues at http://askjan.org/media/Psychiatric.html

Workers’ compensation

Most people with a mental illness can be accommodated by the duty to accommodate law. Some workers with a mental illness like PTSD may have their illness be brought on or greatly affected by a workplace incident or a series of incidents. In some provinces, there is now specific workers’ compensation coverage for some workers with PTSD. You should talk to your union representative if this is the case and they will help guide you as to whether you filing a workers’ compensation claim is appropriate. There is also coverage in some provinces for violence, harassment, stress or harm to psychological well-being that happens in the workplace—if these are significant factors for your member’s situation then filing a claim for worker’s compensation maybe appropriate.

We are currently in an evolving environment in terms of representing members with mental health issues. Where we are today will be different from where we will be 5 or 10 years from now. The best practices in representing members will continue to evolve and unions will need to keep listening to our members with mental health issue and keep learning how best to represent them going forward.

LINK TO PTSD section

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Employee Assistance Programs or Employee and Family Assistance Programs

Does your workplace offer an Employee Assistance Program (EAP or EFAP)? EAPs offer short-term counselling at no cost. Programs vary, but usually cover four to six sessions with a trained counsellor, although sometimes EAPs agree to an extended number of sessions. An EAP counsellor may also be able to refer your member to other resources.

EAP programs are typically delivered by third-party companies. The member will need to contact the EAP provider, who will then give them the name of a counsellor in the area. Many companies will allow specific requests. For example, the member can request a counsellor who speaks a particular language.

Explain to the member that EAPs are confidential. The employer may receive a general report about EAP service usage from time to time, but the counsellor does not report on or discuss sessions with the employer or co-workers.

Health Benefits

If the member has health benefits, do they include access to counselling, and/or a drug plan that can help cover the costs of medication like anti-depressants?

Members should understand that there are different kinds of counsellors: psychotherapists, psychologists, counselling therapists, social workers, and others. These may not all be covered by the health plan, so they should find out who is covered before making an appointment. Otherwise, they will have to pay out of pocket. You can also let the member know what the annual maximum the plan covers for counselling is or the amount per session. Counsellors may charge between $80-$250 an hour. Some may have sliding scales for fees as well. Some plans may also require a referral from a doctor. If this is the case, then you should advise the member they need to see their doctor for a referral before seeing a therapist.

Please note that the costs to see psychiatrists, who are specialist medical doctors, are normally covered by provincial or territorial health services. Many members may have trouble seeing a psychiatrist due to a general shortage of them and long wait times—some provinces have wait lists that are years long. So getting help for many members in a timely way will likely be through their family doctor and then accessing counselling if needed through workplace health plan coverage or community clinics if available.

It’s helpful to let your member know if your contract has any provisions for time off for medical appointments (hopefully paid time off). If your contract does not have this provision and the member needs time off, remember this time off could be an accommodation measure in an accommodation plan for the member.

Family Doctor

Family doctors can be a very helpful resource for your members. Doctors prescribe treatments like anti-depressants and anti-anxiety medications, and may also be able to refer members to more specialized resources in the public health system. These include publicly funded services like mood disorder or eating disorder clinics, for example. If the member’s doctor works in a collaborative clinic, it’s possible that there is someone on staff who offers counselling. A family doctor can also help identify whether, or not, more specialized treatment might be helpful. If a member doesn’t have a family doctor, they should still see a doctor at a walk-in clinic as that may be helpful in getting some treatment.

The post What options do you have in your collective agreement or health benefit plans? appeared first on Canadian Labour Congress.

You can’t know if someone else is struggling with their mental health, but there are signs they might be. The American Psychological Association lists several warning signs: Warning-signs-of-mental-illness. They include losing interest in being around other people, losing interest in everyday tasks or not being able to perform them, sudden changes to behaviour, and grandiose or illogical thinking.

Remember that people can behave very differently from what you expect for reasons that have nothing to do with mental illness. Your job is not to diagnose, but provide advocacy and support for a member. But if you see sudden changes in behaviour or performance, they might be related to mental health.

You may also want to try and find out if mental health is an issue for a member facing discipline. If it is, you can advocate for the member and have it dealt with as a health issue—so they can get treatment and support instead of being disciplined.

4 things to think about before starting a conversation:

• Are you the right person? Do you have a good relationship with the member? Do they trust you?
• Are you able to respect the member’s privacy and not share information about them with their consent?
• How is your own state of mind or mental health? Do you have a history that might make this conversation difficult for you?
• This could be a long process. Are you prepared to talk to and work with the member over many conversations?

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You may need your employer to make some changes or accommodations, so you can continue to do your job. Some people need permanent accommodations, but many people with mental health challenges will only need temporary measures to help them ease back into work. It’s also important to remember that mental illness is often episodic: People with depression don’t feel sad all the time, just as people with other mental illnesses don’t always experience symptoms. It makes sense to have an accommodation plan for the future in place so that if you need it, it’s there.

You don’t have to tell your employer your diagnosis. You should work with your union steward to explain your specific needs and limitations that affect your work. You should have a doctor’s note to help with this.

Depending on your manager and employer, it can sometimes be hard to discuss these issues—especially if you are in recovery. Your union steward can advocate for you and help you talk to your employer.

Remember that accommodations are not a favour your employer is doing for you. They are a legal responsibility and duty for your employer. You have a responsibility as well to let your employer know what your needs are if you want to be accommodated.

Changes for accommodation

Let’s say you have anxiety that is affecting your work. You don’t have to tell this to your employer. But you need to give them enough information about your needs and limitations in order to accommodate you. Your doctor could say what you temporarily need:

• You have a lot of fatigue and so will need a graduated return to full hours;
• You are less resilient to stress currently and so need to be relieved temporarily of some of your most stressful duties;
• You have trouble concentrating currently and so will need to temporarily work on long-term projects instead of projects with tight deadlines;
• You sometimes need a break from a noisy work environment so you may need access to a quiet space for several times a day, when you need it.

Accommodations based on this information might help you stay in your current job and they don’t reveal your diagnosis. Click for more accommodation suggestions for mental health issues.

Workers’ compensation

Most people with a mental illness can be accommodated by the duty to accommodate law. Some workers with a mental illness like PTSD may have their illness be brought on or greatly affected by a workplace incident or a series of incidents. You should talk to your union steward or representative if this is the case and they will help guide you as to whether filing a workers’ compensation claim is appropriate.

We are currently in an evolving environment in terms of representing members with mental health issues. Where we are today will be different from where we will be 5 or 10 years from now. The best practices in representing members will continue to evolve and unions will need to keep listening to our members with mental health issue and keep learning how best to represent them going forward.

The post You have a right to be accommodated in the workplace appeared first on Canadian Labour Congress.

If you have sick days available, it’s better to take them than to try and push through when you are not feeling well. If your mental health care requires more time off, talk to the human resources department and find out what kind of sick time or short-term disability leave is available to you. You will likely need a doctor’s note if you have to take a longer time off work, but it will depend on your employer’s policies.

If you don’t have short-term disability, consider applying for Employment Insurance Sickness Benefits. EI sickness benefits will cover you for up to 15 weeks if you are temporarily not able to work because of illness, including mental illness. Find out more about applying for EI Sickness Benefits.

Many workers believe they have to tell their employer the reason that they are seeking time off work. This is not true. Your personal medical information is private, and you have the right to the privacy of your diagnosis, but you will need to let your employer know of any limitations you have in returning to work.

Two examples would be:

• You have a lot of fatigue and so need shorter hours temporarily; or
• You have trouble concentrating with a lot of noise and need a quiet place to work temporarily.

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If you don’t know who your steward is, ask other members of your local. You may also be able to find it on your union’s website or on a bulletin board at work.

Unfortunately, there is still a lot of stigma around mental illness. If you don’t feel comfortable approaching your steward, you can turn to other people in your union, like the elected members of your local executive, or someone on the human rights or health and safety committees.

Whoever you approach, make clear to them what you are comfortable having them disclose to your employer or co-workers. You have the right to privacy when it comes to your own medical information. You might feel that you want to talk about your mental health, but you don’t have to unless you choose to.

Discipline vs health care

If you have mental health challenges, you might find yourself struggling at work. Maybe you are absent more often than usual, or work is piling up and you are falling farther and farther behind. Or maybe you are having a hard time dealing with trauma. Your manager might not understand what’s going on and could give you a warning or discipline you.

You should never face discipline because of your mental health. If this has happened to you, contact someone in your union so they can talk to your manager about stopping any discipline and making sure the employer understands this is a health issue. Your union can help you figure out what benefits you have available to support you and what accommodations you might need in the workplace.

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We need to lobby for the breakdown of silos so that information and services that are separate and uncoordinated can become integrated. Expanding services can be done more effectively if those services are coordinated across departments.

Often, people come into contact with mental health care in a crisis. Under these conditions, it can be hard to gather the information people need to access care and to understand their options. Better planning and coordination can also mean greater accessibility for people who need mental health services.

Better EI benefits for people with mental illness and caregivers

Workers experiencing mental illness have access to up to 15 weeks of benefits under Employment Insurance. But decades of government policies that cut back on coverage means that most workers are not covered by EI.

For those who are, there are significant barriers to accessing sick benefits for mental illness. Your income has to have dropped by 40 percent to even be considered. And once you are on leave, you have to file reports every two weeks—something that may be difficult for people who have been diagnosed with a mental illness.

Compassionate care in Canada remains inadequate. While thousands of Canadians care for family members and loved ones, EI compassionate care provisions have been very restrictive. This means that many companions or caregivers will end up taking unpaid leave—or worse, losing or leaving their jobs. This leads to more instability, which also has a negative effect on mental health.

Mental illness is also unique among disabilities because it can often be episodic. People with psychotic disorders can go years, or even decades, between episodes. Those with depression can cycle through long periods of good mental health and periods of depression. There may or may not be a pattern to these cycles.

It may be that we need specific EI sickness benefits and compassionate care programs geared to mental illness. In order to support people with mental health challenges so that they can take the time they need to recover and return to work healthy, we must lobby for changes that recognize the unique nature of these conditions.

Better disability benefits and social assistance rates

Because of the inadequacy of mental health care and effective social and workplace supports, provincial disability support programs and social assistance have become the main source of income for many people with mental illnesses. This could be because they don’t have access to sick or long term disability leave through their work, don’t qualify for EI sick leave coverage, or have had their applications for CPP disability rejected.

Unfortunately, benefit rates are extremely low – and in some cases have not risen in years – and the systems administering these programs can be revamped to treat recipients with more dignity and compassion.

There is also a process called “the welfarization of disability.” What this means is that people go through the various form of support available to them—but none of these programs provide funding for the transitional periods between programs. So people wind up using up their savings and assets, and eventually cycle into social assistance.

Provincial and territorial disability benefits and social assistance programs also need to change to recognize the episodic nature of mental illness. A person with a mental illness may be able to take on part-time work, but still require support. The system needs to recognize that, and to respond more quickly to provide benefits for people going through cycles of illness and wellness.

Overhaul CPP disability benefits so they are more available to people with mental illness

The Canada Pension Plan offers disability benefits that are available to people with mental illness. To qualify, a disability must be “severe” and “prolonged”, with the person applying being unable to return to work. People with mental disorders account for just under a third of all CPP disability recipients. The criteria is focused primarily on physical limitations, not psychological ones. Community mental health organizations support a large percentage of those with mental illness who have their applications rejected for CPP disability benefits. And applications take at least four months to process. For someone with a severe and prolonged disability, this is a long time to wait.

As with disability benefits or social assistance, CPP disability does not do a good job of taking the episodic nature of many mental illnesses into account. Someone living with mental illness may be classified as having a permanent disability—but may go through periods when they are capable of working. The system needs to be more flexible and pay higher amounts. Stress and insecurity can both affect mental illness—and the program creates both with its low maximum payments.

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Early intervention and treatment can prevent young people from developing full-blown depression, save lives by treating those at risk for suicide, and create better outcomes for young people with disorders like schizophrenia, bipolar, and eating disorders. Young people with different social identities including racialized, 2SLGBTQI, and Indigenous youth are potentially at greater risk and would benefit even more from early intervention and treatment.

The lack of access to health care for youth means that those who are in crisis can end up in emergency rooms. An Ontario study found that from 2006 to 2011 there was a 33 percent increase in the number of young people with mental health issues visiting the province’s ERs. Every ER visit puts further strains on the system and shows a failure to provide appropriate and accessible treatments for mental health challenges and harmful substance use.

About 70 percent of youth with mental health problems say that they began to experience symptoms in childhood. Getting young people proper care early is not only good for them but can also potentially help keep them out of the criminal justice system.

We need to do much more to improve school, home, and community-based programs for youth.

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As the Mental Health Commission of Canada says, “Peer support works because people who have experience with mental health problems and illnesses can offer support, encouragement, and hope to each other when facing similar situations.”

Peer support programs were originally developed because the mental health system was not inclusive or responsive to everyone who needed it. Peer support organizations are now recognized as a valuable part of our mental health system with some programs receiving funding from provincial and territorial health systems.

Peer support programs are usually independently run. They can deliver services in many different settings: workplaces, schools, clinics, hospitals, or non-profit organizations. Some programs serve individuals with mental health challenges while others may offer one-on-one or group sessions for family members and loved ones. These programs can be very empowering by allowing people to share their stories and to benefit from peers who have gone through the same (or similar) experiences. They also empower people with mental illness and loved ones by recognizing them as experts in their own care, and providing them with an opportunity to allow others to benefit from what they know.

Peer support programs can play a critical part in recovery from mental illness and in remaining healthy. They should be seen as part of an integrated mental health care system. But we need to lobby for these programs to be expanded and better funded. Peer support workers need to be trained, organizations need office space, infrastructure and further program funding, and health care and social agencies need training and funding to integrate peer support into their service offerings.

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• A mental health care strategy for Canada
• Better funding for mental health services
• Better and more accessible services
• Peer support organizations
• Culturally appropriate services that respect social identity
• Provincially funded psychotherapy
• Specific funding for children and young people
• More accessible information about mental health and mental health services
• Better EI benefits for people with mental illness and caregivers
• Better disability benefits and social assistance rates
• Overhauled CPP disability benefits

A mental health care strategy for Canada

In 2012, the Mental Health Commission of Canada released its report Changing Directions, Changing Lives: The Mental Health Strategy for Canada. This progressive report calls for greater funding, a more integrated approach to mental health care, and considers broader social factors like healthy workplaces and affordable housing.

Unfortunately, no Canadian government – federal, provincial or territorial – has moved to implement the recommendations of the commission. Adopting the strategy would make mental health a much bigger priority.

Many sections of the strategy overlap with demands unions are making for better mental health support and services.

Better funding for mental health services

Canada can do much more when it comes to funding mental health services.

Of the 35 countries belonging to the Organisation for Economic Co-operation and Development (OECD), Canada is one of the worst when it comes to the percentage of health care dollars allocated to mental health.

Most provinces and territories spend about 7 percent of their health care budget on mental health. The Mental Health Commission of Canada and many mental health advocacy groups feel that should be much higher—at least 9 percent. New Zealand, the UK, and Australia allocate more than 10 percent of their spending to mental health.

While health care is a provincial and territorial responsibility, there is still an important role for the federal government to play in funding its portion of healthcare costs. It also funds a significant portion of health care for Indigenous people, although not adequately or equally compared to non-Indigenous people. The need for urgent mental health funding for Indigenous communities is critical. 

Increasing federal contributions to the provinces and territories will allow them the flexibility to increase the mental health portion of their budgets. In late 2016 and early 2017, the federal government made agreements with most of the provinces and territories that would increase mental health funding.

There is, of course, much more to mental health care than money. But adequate funding makes it much easier to deliver programs and treatment for people with mental illnesses and to promote positive approaches to mental health.

Better and more accessible services

Mental health is not just an absence of mental illness. The Mental Health Commission of Canada calls it “a state of well-being in which the individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his own community.”

Mental illnesses and other mental health challenges can also have far-reaching effects beyond individual health and the health care system. Mental illness affects performance in school and in the workplace. It causes an enormous loss of productivity and puts a strain on social services and the criminal justice system. Mental health care, on the other hand, tends to be seen as separate from other branches of the health care and social service systems.

Making mental health a priority means putting a lot more money into mental health care, but also increasing the range of services available and coordinating policies and delivery of services. We must lobby for greater use of mental health courts, publicly-funded psychotherapy, expanded services for youth and equity seeking groups, more mental health services in schools and prisons, and the hiring and training of a diverse group of professionals to truly address Canada’s mental health crisis.

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The employer has a duty to accommodate members with disabilities, including mental illness. Laws related to accommodation say a worker needs to be able to perform the essential duties of their job, and the accommodations must be reasonable and not cause undue hardship to the employer.

While accommodation is the law, it is helpful to have clear language in the collective agreement as well.

Some of the provisions to bargain include:

• Language that defines disability broadly and includes mental illness.
• The procedure for accommodation, including the roles of employer, worker, and union.
• Appropriate training for the worker being accommodated and for co-workers.
• An assessment of the accommodation after a certain amount of time, with leeway for further accommodation, if needed.
• A return to work process for workers who require accommodation after leave for mental health reasons.

Training and standards

Mental health training for workers benefits union members by creating a better environment for people with mental health challenges, and an awareness of how to create healthy workplaces that minimize the stresses that can initiate some mental illnesses.

Some unions have negotiated a variety of mandatory joint human rights or health and safety training programs in their contracts. In addition, the National Standard of Canada for Psychological Health and Safety in the Workplace offers a systematic approach to mentally healthy workplaces, and the Mental Injury Toolkit has a focus on preventing harm to members by surveying health effects caused by workplace stressors.

• Does your contract include mandatory joint training or union training for mental health?
• Can you negotiate all or part of the national standard into your collective agreement?
• Can you bargain for joint training or union training on the Mental Injury Toolkit?

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Counselling coverage

Counselling is an essential part of mental health treatment. Many benefit plans include it, but at completely inadequate rates. With counselling sessions costing $120 to $250 an hour, many plans don’t cover enough sessions or enough of the fees to be truly helpful.

Given the cost, and how critically important counselling is for mental health treatment and recovery, unions should negotiate this as a separate benefit. A member facing a long-term mental health issue will need far more support than the small number of sessions covered by an EAP.

It’s also important to look at what kinds of counsellors are covered. Psychologists usually are, but there is a wide range of other kinds of counsellors too. Having a range of accredited counsellors covered by your health plan can provide the widest choice and range of support for your members.

Consider bargaining coverage for psychologists, social workers, masters of counselling and any other kind of recognized counsellors that your members may need.

There are a few key points to bargain when it comes to mental health coverage:

• Are members entitled to a certain number of appointments, regardless of cost per appointment?
• Is the full fee per appointment covered, or a percentage?
• Or is there simply a maximum annual dollar amount?
• Try to increase the total number of appointments covered. And if your plan covers a percentage of fees or a total maximum, can you bargain an increase to those benefits?
• Are in-person counselling appointments – not just phone or online counselling – covered?

Drug Coverage

Are drugs for mental illnesses like depression or anxiety medications covered?

Hospital coverage

Most mental health care is on an outpatient basis, but sometimes members will find themselves needing in-patient treatment.

• What coverage does your plan provide for the costs associated with hospitalization?

Types of Leave

Treatment and support for mental health often involve needing leave for members and their families. Taking care of our mental health involves appointments with doctors, therapists, and other professionals. During a critical period, a member may need to see a doctor or counsellor every few days. At other times, appointments may be less frequent.

It’s important to have time off for these and other kinds of appointments built into the collective agreement.

• Does your agreement have paid or unpaid leave for health appointments?
• Is this leave available to people who require care only? Are members caring for someone in their family able to take leave to help them get to appointments?
• How much sick leave are members entitled to?
• Do they need a doctor’s note? If they do, who pays for the note?

Short-term and long-term disability

Mental illness is often episodic. People can cycle through periods of being well, followed by episodes in which they may need care or time off. Sick leave and short-term disability are essential provisions for members with mental illness.

Look at your collective agreement’s provisions for short-term and long-term disability and consider what you can improve in bargaining:

• Is short-term disability easily accessible for mental health reasons?
• Does your contract include long-term disability coverage? If you take long-term leave, what percentage of your earnings do you maintain? Can you bargain an increase?

Long-term disability plans often change their definition of disability after two years. With most plans in the first 2 years, in order to receive LTD benefits, a worker must be disabled from doing their own job. After two years, most LTD plans often use a broader definition of disability, and a member would have to be disabled from doing any job in order to continue receiving benefits, not just their own job. Sometimes as a result of this change in definition of disability, members are cut off from LTD before they are ready to return to their own job.

• Does your long-term disability coverage guarantee any wage level for any other job your members might be able to do, to move to, or be retrained for?

Employment Insurance Sickness Benefits / Compassionate Leave Top-up

Under Employment Insurance (EI), workers can take maternity or parental leave for a percentage of their salary. Many collective agreements top up this amount.

• Does your contract provide a top-up for members on EI sickness benefits?
• Does it top up the salaries of workers taking compassionate care leave for a family member with mental illness?

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Key provisions to consider: 

• Who is covered by the EAP? Many programs cover family members as well as workers—including university students at school in other provinces.
• How many appointments are members entitled to? What is the maximum per issue? Is there a yearly maximum? Can this be increased if needed? Try to bargain more visits for members to be able to exceed the maximum in some circumstances.
• What kind of counsellors are available and what are their credentials? Psychologists? Social workers? Therapists with a Masters of Counselling? All of these providers may offer different kinds and levels of treatment and support. Unions should check what types of counsellors are available, what kinds of support they can provide, and if that support is the most helpful to members.

Other related considerations:

• A related issue is the expertise of the EAP counsellors. Are they equipped to deal with specific needs and conditions, such as eating disorders and anxiety disorders? Do they offer culturally appropriate perspectives? Do they have training in mental health for children and seniors, and in family mental health dynamics? What happens if the member needs more specific help than the EAP counsellor can provide?
• Some EAPs offer online or phone sessions. In-person appointments are generally preferable for members with mental illness. They will also need paid time off to attend appointments.
• Unions need to ensure the EAP process is completely confidential and run by an experienced outside third party.
• EAPs are confidential. But confidentiality can be compromised if there is only a very limited number of counsellors available for a workplace or site. Make sure members have access to a range of counsellors.

Unions and employers should get regular generic statistics about EAP usage in order to improve the service over time. Generic statistics would include things like number of visits, without identifying individuals who took advantage of the program.

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The Mental Health Commission of Canada’s 2012 report Changing Directions-Changing Lives: the Mental Health Strategy for Canada recommended the wide adoption of psychological health and safety standards in Canadian workplaces.

The Mental Health Commission of Canada (MHCC) worked with the CSA and the Bureau de normalization du Québec (BNQ) to develop The National Standard of Canada for Psychological Health and Safety in the Workplace in 2013. The Commission describes it as “a set of voluntary guidelines, tools and resources intended to guide organizations in promoting mental health and preventing psychological harm at work.”

Employers, governments and regulatory authorities, service providers, policy and legal specialists, and unions were involved in the development of the National Standard. Over time and with training, the National Standard could be a very important tool for unions in advocating for better mental health practices in the workplace.

What is happening with implementation?

The MHCC is encouraging workplaces to implement the National Standard. Employers in both the public and private sectors have begun the process of implementing the Standard. Employers who comply with the Standard will:

• take measures to prevent and protect workers from psychological harm;
• provide training and education to promote psychological health and safety;
• involve a diversity of workers in identifying problems and solutions;
• develop a clear process for reporting, investigating, and monitoring psychological health and safety concerns;
• be encouraged to conduct regular internal audits; and
• collect data and develop a plan to control risks related to the 13 factors affecting psychological health and safety in the workplace.

What are psychosocial factors?

There are 14 workplace psychosocial factors known to positively impact an employee’s mental health, psychological safety, participation, and productivity. If these factors effectively exist in the workplace, they have the potential to prevent psychological harm. The first 13 of these workplace factors were adapted from Guarding Minds @ Work and used for the purposes of the National Standard of Canada for Psychological Health and Safety in the Workplace. The 14th factor is particularly important to unions in assessing psychological health and safety in the workplace.

1. Psychological support: A workplace where co-workers and supervisors are supportive of employees’ psychological and mental health concerns, and respond appropriately as needed.
2. Organizational culture: A workplace characterized by trust, honesty and fairness.
3. Clear leadership and expectations: A workplace where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes.
4. Civility and respect: A workplace where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public. Civility and respect are based on showing esteem, care and consideration for others, and acknowledging their dignity.
5. Psychological demands: A workplace where the psychological demands of any given job are documented and assessed in conjunction with the physical demands of the job. Psychological demands of the job will allow organizations to determine whether any given activity of the job might be a hazard to the worker’s health and well-being.
6. Growth and development: A workplace where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.
7. Recognition and reward: A workplace where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.
8. Involvement and influence: A workplace where employees are included in discussions about how their work is done and how important decisions are made.
9. Workload management: A workplace where tasks and responsibilities can be accomplished successfully within the time available.
10. Engagement: A workplace where employees enjoy and feel connected to their work and where they feel motivated to do their job well.
11. Balance: A workplace where there is recognition of the need for balance between the demands of work, family and personal life.
12. Psychological protection: A workplace where psychological safety is demonstrated when employees feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career.
13. Protection of physical safety: A workplace in which employees’ psychological, as well as physical safety is protected from hazards and risks related to the worker’s physical environment.
14. Any other chronic stressor that may be identified by workers

Addressing and monitoring these factors over time could dramatically improve mental health and psychological health and safety in the workplace. As unions become familiar with the National Standard, we can begin to put it into practice with our members and with employers. What these factors will look like and mean to workers in the workplace every day will take time to realize and develop. As we do that, we will have another tool to help improve mental health and psychological health and safety for our members.

The National Standard is a starting point. It’s important to note that the full range of workplace mental health issues cannot be addressed by meeting the Standard alone.

For further information:

• Mental Health Commission of Canada & The National Standard
• Download the National Standard of Canada for Psychological Health and Safety in the Workplace
• Download the Implementation Guide “Assembling the Pieces”
• FAQ on the National Standard

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The National Standard looks at many aspects of workplace mental health and includes recommendations on implementing it to improve the mental health of workers.

The Mental Injury Toolkit (MIT) is a resource created by union health and safety representatives along with researchers. It focuses on lowering workplace stress to promote better mental health.

The MIT offers a survey tool for unions to identify sources of workplace stress and avenues to address them. The toolkit was developed in Ontario, but can be adapted to other jurisdictions as a proactive tool for taking on systemic mental health issues in the workplace.

Both the National Standard and the MIT have the potential to bring positive change to workplaces. But they are not going to gain widespread adoption on their own. We need to train local executives and health and safety committee members in the use of these standards and tools, negotiate their adoption and to be prepared to knowledgeably implement them and train others in turn.

Learn more about implementing the National Standard of Canada for Psychological Health and Safety in the Workplace.

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8 demands bargaining units can make for improved mental health:

• Sick leave, short-term disability leave, and long-term disability leave for mental health related issues.
• Health benefits that include good coverage for mental health professional services and time off for appointments.
• Adequate drug and hospital coverage.
• Duty to accommodate language that clearly covers mental health concerns.
• Clear accommodation process laying out responsibilities of employer, worker, and union.
• Explicit health privacy guarantees.
• Coverage for wage loss if an accommodated worker is temporarily not able to work full time.
• Training for members who are being accommodated with new or unfamiliar duties or positions.

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Peer supporters are trained to provide support and understanding, help people navigate the mental health system, link people with community services, and support work towards personal goals. Peer supporters are people who have personal experience with mental illness.

Many provinces and communities run peer support programs, which play a helpful role. But there is a need for peer support and advocacy programs that address the specific needs of workers. It can be incredibly helpful for workers to be able to turn to someone who is in recovery from mental illness and knows how to provide help and support to others navigating the often-confusing aspects of dealing with employers and the medical system. The labour movement should consider whether starting these kinds of programs within the movement could be useful for workers and their families.

Because peer supporters have experienced mental illness themselves, peer support programs must be grounded in a safe environment—those coming forward to offer to be trained as peer support volunteers need to know they will not be stigmatized for their current or past state of mental health or substance use.

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Because it provides links between the workplace and community services and agencies, the program can be valuable resource when it comes to mental health and advocates receive specific training in mental health and substance use issues. They also learn about stress, communication and referral skills and work-life balance—all of which affect mental health.

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Stigma and discrimination are so deeply entrenched, we often don’t even notice them. But they are one of the key reasons people with mental illness feel isolated and worried about discussing their mental health.

Stigma also affects which voices we hear and who shares their experience with mental illness. In general, people who face less discrimination and who have stable employment with good support are far more likely to feel comfortable discussing their experiences. So there is a lack of diversity in the stories we do hear and increased stigma for equity-seeking members.

Although people are more likely to talk about mental illness than they once were, we still have a long way to go. Awareness and anti-stigma campaigns can focus on a range of issues—from the specifics of avoiding the use of stigmatizing language, to creating an atmosphere of trust in which people feel safe to discuss their mental health.

According to the Mental Health Commission of Canada, one of the most powerful ways to reduce stigma is to meet people with mental illness and hear their voices and their stories. As part of an anti-stigma campaign, consider a lunchtime speaker who can talk about their experience with mental illness.

The Teamsters Canada Youth developed a series of videos on mental health as part of their Make It Mandatory campaign.

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We know that one of the most important elements in recovery from mental illness is family support.

The Centre for Addiction and Mental Health says that non-medical factors like supportive family members and access to good affordable housing play a huge role in helping people recover. But caring for loved ones can be challenging. Families or caregivers can find themselves overwhelmed, confused, frustrated, or simply exhausted. Over time, this can lead to members having to take time off themselves.

The Canadian Mental Health Association has a resource centre on helping others and how to take care of yourself.

Support groups are a safe place to share your experiences, learn from others, and connect with people who understand what you’re going through. Some support groups are more formal, and led by a mental health professional, while others are more casual groups of peers.

Unions could set up their own support programs or provide information about already existing support groups in the region. We can also ensure that we have trained members who can help provide support to members with a loved one who has mental illness. It can also be helpful to invite guests who can talk about subjects of interest to members and families. Before setting up a support group, make sure it will be a positive and safe space that doesn’t stigmatize mental illness.

For information on where to get help and how to access support groups, visit our resources page.

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Training and education can help staff, officers, and stewards offer members help and support in a way that is sensitive, empathetic, and appropriate. Emotional support is important, but so is being able to help in concrete and practical ways like understanding what benefits and accommodations are available.

With training, we can assist members more effectively. For example, knowing it’s not helpful to tell someone with depression to cheer up or telling someone with anxiety that things aren’t so bad can lead to people feeling worse and hesitating to speak up about their mental state. Trying to convince someone who may have delusions or who claims to see things that others can’t and that these things are not real can make them feel isolated.

Training staff, officers, and stewards in supporting members with mental illness helps them:

• To know how to approach members with a mental health challenge appropriately and how to respond if members approach them;
• To recognize signs of mental illness and offer to support members in a way that is appropriate, empathetic, and respectful;
• To advocate for accommodations and help make the case for workplace-related injury, if appropriate;
• To help prevent health issues from becoming disciplinary issues; and
• To help negotiate a good return-to-work process after mental health-related leave.

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It is critical for unions to take the lead in creating their own educational opportunities for a few reasons. In addition to sharing information about the science of mental illness and learning how to offer help to members with mental health challenges, labour education emphasizes human rights and health and safety for workers as well as a broader approach.

More broadly, having our own courses ties into the labour movement’s history of empowering workers. Workers are experts on their own mental health. We are experts on caring for loved ones with mental illness. We also have expertise about what needs to happen to create healthier work environments. While medicine has an important role to play in understanding and treating mental illness, it is only part of the picture. By offering courses tailored to members and activists, unions can help fill in the rest of the picture.

By providing education programs specifically for union members and activists, unions can ensure they cover the specific needs of workers, and address human rights and health and safety issues like:

• How unions can support workers with mental health challenges
• Understanding the duty to accommodate
• How unions can take on systemic issues that affect mental health in the workplace and community
• How to understand and challenge stigma and discrimination
• How to bargain better benefits and language for mental health
• Understanding the right to privacy of medical information
• Peer support
• Mental health as an advocacy issue

If you are currently developing education for your union and wish to share or access course materials from the CLC, please contact education@clc-ctc.ca.

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Better mental health care, an end to discrimination against people with mental illness, and equitable work opportunities are human rights issues. Some mental illnesses also affect equity-seeking groups disproportionately—so mental health plays an important role in the fight for justice.

When it comes to the workplace, mental illnesses account for about a third of all disability claims. Fighting for better mental health care can help to keep workers in their jobs and prevent mental illnesses from occurring in the first place by challenging systemic issues in the workplace and the broader society.

There has been a lot of work in recent years to get people talking about mental illness. That’s a good thing. But part of what is missing from that conversation – and part of what unions can bring – is the broader social collective context and how it affects workers and workplaces.

The post Why does mental health matter to workers and unions? appeared first on Canadian Labour Congress.

Risks for mental illness vary, and so do people’s treatment needs. It’s important to be sensitive to cultural differences and differences in social identity.

Remember that people with mental illnesses come from all races, genders, class backgrounds, and cultures. These parts of their identity can affect the approaches used to dealing with mental health.

If you have a co-worker with mental health concerns and you want to help, here are three questions to ask yourself to check your own possible biases:

• Am I making assumptions that need to be checked with the member?
• Am I assuming that a member’s race, gender, sexual orientation, age or any other social identity does or doesn’t matter in supporting them or advocating for them through this situation?
• Do I need to ask the member directly if there are more ways they could be supported respectfully and appropriately?

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Health is about more than health care. Of course, access to quality health care is important. But the overall health of populations depends a lot more on social factors. The more money people have, the healthier they are. The more access to healthy and affordable food, the more likely people are to be healthy. Stable employment, good working conditions, education and affordable housing all contribute to physical and mental health. These are called the “social determinants of health.”

We support and promote a social and political model of mental health. Everyone can help contribute to better mental health by working on improving social conditions.

10 social determinants of health:

1. Income and income distribution
2. Employment and working conditions
3. Unemployment and job security
4. Adequate and affordable housing
5. Food insecurity
6. Social identity like race, culture, ability, sexual orientation, age, class and gender identity.
7. Access to early childhood development and education
8. Social exclusion
9. A working social safety net
10. Access to appropriate health services

For more information on social determinants of health:
Social Determinants of Health – An Introduction
Social Determinants of Health – The Canadian Facts

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Our culture is filled with negative attitudes about mental illness. Think about how many times you’ve heard the word “psycho” used in a movie or in a TV series to describe someone dangerous and unpredictable. How often do you use “psycho” or “crazy” in your everyday language?

• What if you learned that someone you work closely with has bipolar disorder?
• Would that affect how you see them?
• Would you find yourself treating them differently?
• Would you be scared of them?
• Would you stop wanting to socialize with them?

If you have a mental illness, stigma can cause you to fear being labelled or judged. Because of the fear of being stigmatized, some people don’t seek treatment or they don’t talk to people close to them about their symptoms.

Stigma can severely impact people’s lives based on the assumptions they make about each other:

• Former friends want nothing to do with me because of my mental illness.
• People laugh and gossip about me because of my mental illness.
• My mental illness makes people afraid to form relationships with me.
• People don’t take my feelings seriously anymore; they attribute everything to my illness.
• People give me fewer responsibilities at work and at home, because of my mental illness.
• Ever since I underwent psychiatric treatment, people no longer treat me like a normal person.
• My mental illness is a taboo subject for my social circle (family, friends, co-workers).
• People have told me that I am imagining my illness or that I don’t look ill.

Stigma by the numbers

• Less than half of Canadians who think they have depression or anxiety have gone to see a doctor about it.
• According to a 2008 survey, only half of Canadians would tell friends or co-workers that they have a family member with a mental illness.
• 42% of Canadians don’t know if they would socialize with a friend who has a mental illness.
• 55% of Canadians say they would be unlikely to enter a spousal relationship with someone who has a mental illness.
• 83% of employees believe that they have a responsibility to self-identify if they have a mental illness, but 31% felt that their direct supervisor would not be understanding or supportive if they did (Ipsos Reid, 2012).

6 things you can do to fight stigma

1. Talk openly about mental health.
2. Educate yourself and others in your union—learn more about mental illnesses and their effects.
3. Be conscious of your language – don’t use words like “psycho”, “mental” or “schizo” or say demeaning things about people with mental illness in conversation – and challenge others who do.
4. Don’t avoid people with mental illness.
5. Be open and supportive if someone talks to you about their mental health.
6. Make discussions and information about mental health visible in your union and workplace

Read more on the CMHA Myths About Mental Illness.

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Mental illnesses are conditions that can cause changes in your thinking and behaviour. They can cause distress and make it hard to enjoy everyday life. Mental illnesses are complicated conditions that develop from a combination of genetics, biology, environment, and life experiences.

Mental illnesses can be treated and most people who have them can recover and lead happy and productive lives.

There are many different mental illnesses. Mood disorders like depression and anxiety affect the way you feel and think. People with psychotic disorders like schizophrenia might hear voices or have visions. Traumatic events can cause post-traumatic stress disorder. These are just some examples of the many types of mental illness.

The Canadian Mental Health Association has excellent factsheets on mental health and mental illnesses, how they affect people, and treatment options.

The Centre for Addition and Mental Health also has many useful resources.

Feeling good, feeling bad—and everything in between

You can have a mental illness and feel great. If you don’t have a mental illness, there will probably still be times when you feel bad. Mental health and mental illness exist on a continuum.

Mood fluctuations, stress and worry, and feeling down at a difficult time are all common human experiences. On their own, they are not signs of mental illness.

But there are differences between feeling sad and finding yourself avoiding social situations because of your sadness, being frequently irritable and withdrawn, and having so little energy you are unable to get out of bed. If symptoms become severe and disrupt your life, that may be a sign that you should seek help.

This mental health continuum chart shows different degrees of mental health and mental illness. Most people move back and forth along this line at different stages of their lives.

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