On May 5, 2020, Ontario announced that it is expanding virtual mental health care services for Ontarians starting this week, as part of its previously announced $12 million investment into improving mental health during the COVID-19 pandemic. These virtual mental healthcare services will be available for free to Ontarians across the province, including frontline healthcare workers.
The newly created and/or expanded mental health care services include the following:
- Internet-based Cognitive Behavioural Therapy (iCBT): Clients can self-refer to programs through MindBeacon and Morneau Shepell and be guided through their client journey to find the appropriate supports they need. Online iCBT is supported by therapists and available in English and French.
- Supports for frontline health care workers: Online iCBT is available to frontline health care workers experiencing anxiety, burnout or post-traumatic stress disorder. Those requiring intensive levels of care could be referred to virtual face-to-face care, as well as weekly online peer discussion groups and access to confidential support from a clinician.
- Virtual mental health support services: These include BounceBack telephone coaching and workbooks, and Kids Help Phone for children and youth.
Takeaways
As has been widely reported in recent weeks, and as we have recently discussed on this Resource Centre, mental health problems are on the rise in Canada amid the COVID-19 pandemic. Employers will need to consider and address potential mental health considerations while stabilizing their workplaces during the pandemic and pivoting to their new normal post-pandemic.
As the number of Canadians with mental health conditions increases during this challenging time, employers are more likely than ever before to have to accommodate medical limitations arising from these disabilities. Under the Ontario Human Rights Code, Ontario employers must provide reasonable accommodations for all work-related limitations arising from a disability or another protected ground, unless providing such accommodations would cause the employer “undue hardship” (read our recent blog for an overview of employers’ duty to accommodate and the accommodation of “family status” limitations). Similar legislation obligations exist in other provinces and territories.
As a best practice, employers should take a proactive approach to assist employees who may be struggling with mental health conditions before the duty to accommodate is even triggered. Although there is no one-size-fits all solution, employers that are able to do so should consider providing or expanding an employee assistance program to ensure that employees can access virtual mental health services.
Taking these proactive steps, including advising employees of the new resources the government has made available, will not only benefit employees who are struggling with mental health conditions, or are at risk of developing such conditions, it will also demonstrate compassion to workers during a time of crisis, which could help increase workplace morale, limit absenteeism, and prevent drops in productivity.
This blog is provided as an information service and summary of workplace legal issues. This information is not intended as legal advice.