Despite years of public campaigns to reduce mental health stigma, many Canadian workers remain hesitant to disclose mental health challenges to employers. A groundbreaking new study from the University of Toronto reveals that workplace cultures emphasizing psychological safety and support can dramatically improve outcomes for employees who choose to disclose their mental health conditions.
The research, led by Dr. Samantha Winters of U of T’s Department of Organizational Psychology, surveyed over 1,200 workers across Ontario and British Columbia, finding that employees who disclosed mental health conditions in supportive environments reported 32% higher job satisfaction and 27% lower turnover intentions compared to those who remained silent.
“What we’re seeing challenges conventional wisdom that keeping mental health struggles private at work is the safer choice,” explains Dr. Winters. “When workplaces create genuine psychological safety, the act of disclosure itself becomes therapeutic rather than risky.”
The study identified specific organizational factors that determined whether disclosure led to positive or negative outcomes. Companies with clear mental health accommodation policies, regular manager training on mental health support, and visible executive commitment showed the strongest positive results.
At Maritime Insurance Group in Halifax, disclosure policies have transformed workplace culture. “Three years ago, I would have never mentioned my anxiety disorder to anyone at work,” says claims specialist Martine Doucet. “Today, my team understands my occasional need for flexible scheduling during difficult periods, and my productivity has actually improved.”
Mental health stigma remains a significant barrier in Canadian workplaces. The Canadian Mental Health Association reports that 64% of Ontario workers would worry about how colleagues might react if they discussed a mental health diagnosis at work. The financial implications are substantial, with workplace mental health issues costing the Canadian economy approximately $50 billion annually according to the Mental Health Commission of Canada.
The study found stark contrasts between supportive and unsupportive environments. In workplaces rated as “psychologically unsafe,” disclosure led to reported discrimination in 41% of cases, compared to just 7% in supportive environments.
“What makes this research compelling is that it quantifies something many of us suspected – psychological safety isn’t just a workplace buzzword, it’s a concrete determinant of whether mental health disclosure helps or hurts both the employee and organization,” says Beth Wong, workplace mental health consultant with the Canadian Centre for Occupational Health and Safety.
Toronto-based tech firm Maple Solutions has implemented several recommendations from the study, including establishing clear accommodation protocols and creating confidential disclosure channels that don’t require going through direct managers.
“We’ve seen absenteeism drop by nearly 20% since implementing these changes,” notes Maple Solutions HR Director Jamal Rivera. “When employees know they can be honest about needing support, they’re less likely to call in sick because they’re struggling but afraid to say why.”
The research team worked with focus groups across various sectors to identify practical steps organizations can take to create disclosure-friendly environments. These include establishing peer support networks, providing managers with specific language and response protocols for disclosure conversations, and creating clear paths to reasonable accommodations.
“The most encouraging finding is that small, low-cost changes can dramatically improve outcomes,” says co-researcher Dr. Paul Chandra. “Something as simple as senior leaders sharing their own mental health experiences signaled to employees that disclosure was truly safe.”
The study also uncovered regional variations, with Atlantic Canada workplaces scoring highest on psychological safety measures, while resource sector jobs in Alberta and Saskatchewan showed the greatest resistance to mental health discussions.
Experts caution that disclosure decisions remain highly personal and context-dependent. “This research doesn’t suggest everyone should automatically disclose mental health conditions,” emphasizes Dr. Winters. “Rather, it demonstrates that organizations have significant power to create environments where those who would benefit from disclosure feel safe doing so.”
For smaller businesses without dedicated HR departments, community organizations are stepping in to help. The Canadian Federation of Independent Business has partnered with the Mental Health Commission to create toolkits specifically designed for small enterprises wanting to improve mental health support.
