The Future of Mental Health Support Is Scalable, Proactive and Human

My colleague, William Houtart, makes a strong case for rethinking how employers approach mental health benefits this year.

His blog struck a chord because it puts a spotlight on a growing truth: the demand for mental health support isn’t just increasing, it’s accelerating past what our health system can handle.

We already know the equation: when demand outpaces supply, access becomes more difficult, costs rise and outcomes suffer. In mental health care, though, this equation is further complicated by stigma, fragmented systems and the lack of scalable, proactive support. Thirty-five per cent of employees with a mental health disability who had unmet needs in the workplace did not inform their employer, citing discomfort with asking (56%) and a fear of facing negative outcomes (47%). 

And the consequences? They’re not abstract. They show up in the form of absenteeism, long-term disability claims, presenteeism, disengagement, and ultimately, turnover. About 30% of short- and long-term disability claims in Canada are attributed to mental health problems and illnesses, and claims cost an average of $18,000 per case. 

That’s why it’s time to ask a harder question—not just how we talk about mental health at work, but whether the support we offer has actually evolved to meet the moment.

From Awareness to Action: Rethinking Support

Yes, we’ve come a long way in reducing stigma. Public awareness and social media campaigns about mental health from companies and individuals have helped normalize these conversations both inside and outside the workplace. These actions have laid an important foundation, but awareness alone isn’t enough to drive meaningful outcomes.

Now, employers have a real opportunity to move from awareness to action by evolving beyond reactive models of support. Traditional employee assistance programs and expanded coverage limits have been important first steps — but they’re just that: first steps. Today’s workforce needs more flexible, proactive and personalized support to truly thrive.

Self-stigma is still one of the most persistent barriers to care. For many employees, like young professionals, for example, reaching out for help still feels uncertain, even when resources are in place. That’s one reason why engagement with traditional supports often remains low. According to one report, 25% of Canadians have concerns about an employee assistance plan’s effectiveness for mental health support, and only 10% of Canadians covered by an EAP would reach out to it in the first place.

We’ve embraced the message that mental health is health. Now, we have the chance to bring that mindset into our practices. Just as we consider physical risks in the workplace, we can begin to recognize the mental and emotional demands of certain roles, and support them with tools that are easy to access, easy to use, and built for real life.

Reframing ROI: Investing in Mental Health That Works

It’s important to question whether or not we’re just spinning our wheels. Are we simply looking for cheaper ways to handle mental health disability claims, which cost the Canadian economy exceeds $50 billion annually? 

This approach is shortsighted, as prevention always costs less than treatment. And there are proven tools — like Headspace — that are affordable, evidence-backed, and highly engaging. Tools that meet people before they reach a crisis point. Tools that people will actually use.

Yet, adoption among employers remains surprisingly low. Why?

Maybe it’s inertia. Maybe it’s skepticism. Or maybe, mental health just hasn’t been treated with the same innovation lens as physical health — where employers have embraced everything from wearables to virtual care to personalized nutrition platforms.

It’s time to change that.

Time to Think Differently

Let’s be realistic — there’s no magic solution to the mental health crisis. Just as we can’t completely prevent slips and falls, we can only mitigate risks by placing wet floor signs. Yet, despite the known mental health risks in certain roles, it’s unlikely we’ll see these risks explicitly acknowledged in job descriptions anytime soon.

However, old strategies won’tl deliver new outcomes. Yet, the better question might be: what haven’t employers tried?

As William pointed out, resilient teams don’t just survive stress — they’re supported through it. That means looking beyond traditional supports to solutions that reflect how people actually live and work today. It means giving employees real access — not just to care, but to daily tools that help them manage stress, build habits, and stay well.

Headspace is one example of what’s possible. It blends evidence-based care with accessibility, ease of use, and consumer-grade design—something sorely lacking in many workplace wellness offerings. And it’s working: it’s been used by over 100 million people worldwide.

No, there’s no silver bullet for mental health. But there are better tools. And more importantly, there’s a better mindset: stop checking boxes, and start building a strategy around what employees actually need.

Let’s start there.

Disclosure: Maple is a wholesaler of Headspace.