Although seasonal affective disorder is typically linked to the dark days of winter, summer can also bring its own mental-health challenges, including a lesser-known variant often called reverse seasonal depression.
Fifteen per cent of Canadians report at least a mild case of seasonal affective disorder in their lifetime, according to the Canadian Psychological Association. While summer is commonly associated with rest and rejuvenation, it can also bring disrupted routines, heightened social expectations and caregiving demands, all of which can contribute to anxiety, burnout or isolation.
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Cost-related barriers to care compound these stressors. A 2025 Statistics Canada report found nearly two-thirds (62 per cent) of employees and 72 per cent of managers said they rarely or never use mental-health services due to affordability, even though 79 per cent said they’d access them at least twice a year if cost wasn’t a factor. One in four (25 per cent) said they can manage their mental health without a benefits plan.
To address this gap, it’s important for employers to be alert to early signs of distress, including changes in behaviour, decreased productivity or symptoms of burnout, said Lindsey Gage-Cole, chief transformation officer at GroupHealth Benefit Solutions, in an emailed statement to Benefits Canada. “Employers often assume summer is a time of ease, but many employees struggle just as much, if not more, during this season.”
Organizations can better support employees by encouraging vacation use, offering flexibility during peak family periods and ensuring mental-health resources are visible and accessible, she said, emphasizing the importance of regular check-ins, particularly in advance of periods when workloads shift or teams operate with reduced staffing.
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Internal data from GroupHealth found 41 per cent of plan members accessed mental-health support. Anxiety and depression were cited most often as a reflection of the continued need for accessible, timely care options.
To improve benefits uptake, Gage-Cole recommended ongoing education and communication. “It’s not just about what benefits are offered — it’s about how employees understand and use them. Offering digital-first options or culturally relevant supports can make a meaningful difference, particularly for younger employees or those working remotely.”
Fostering a psychologically safe environment requires year-round attention, not just during times typically associated with stress, she added. “Summer is the perfect time to check in, revisit your strategy and make sure employees feel supported even when the sun is shining.”