Mental health in the workplace: invention and prevention

According to speakers at the Vancouver Mental Health Summit, held Dec. 9, 2009, depression—the most common mental health problem—affects about 20% of Canadians and is the leading cause of disability claims. Estimates on costs from lost productivity range between 5% and 12% of the payroll for individual companies.

Allan Young, professor of psychiatry at the University of British Columbia, told the audience that it was important to remember, “there is no health without mental health.” Depression aggravates other diseases, such as cancer, asthma or multiple sclerosis. It can also emerge as a secondary problem after a physical illness or injury.

Young also noted that while mental health disorders represent about 28% of illness, psychiatric services receive only about 5% to 7% of most healthcare budgets. This means many patients’ disease enters the chronic stage before they can get treatment. About 10% of patients with a major depressive episode become permanently disabled.

Dr. Scott Patten, professor of psychiatry at the University of Calgary, suspects depression has a more significant impact on today’s workplace because of the shift to a service and information economy. Depression symptoms include poor concentration and memory and some studies find that patients’ cognitive abilities decline by as much as 10 I.Q. points.

But, he added, while early intervention reduces both the severity and length of depression, screening for depression has not been successful because it misidentifies normal mood fluctuations as illness and may cost insurers more in unnecessary treatments.

While depression can make people physically ill, it’s also true that improving physical health can help alleviate depression. Michael Kennedy, of Shepell fgi, said that depression makes people reluctant to exercise, which in turn has an impact on other chronic conditions, such as diabetes, arthritis and obesity. But research shows that workplace health programs can reduce the cost of absenteeism and insurance claims by more than 25%. “The greatest cost savings are in keeping healthy people healthy, followed by identifying health problems and early intervention,” Kennedy said.

Lynn Spence, of the Canadian Mental Health Association, highlighted their workplace programs, which help employers reduce the costs of mental illness by teaching them to spot struggling employees. “It’s about noticing a change in behaviour and helping them get treatment,” Spence said. “It’s not your job to make sure they’re happy or to find them another job. You ask [them], how can we help you be successful in the workplace?”

Because one of the symptoms of depression is social isolation, research suggests that it is often better to accommodate workers’ limited abilities during a depression and keep them connected to the workplace. Marie-Helene Pelletier of Human Solutions Canada, noted that employers who encourage various employee support departments to work together—including human resources, wellness and health and safety—are more effective at identifying and supporting employees with mental health problems, and ensuring they remain in the workforce.

To comment on this story, contact us.