It’s well established that having a psychological health and safety program in place is essential for your employees and your business.
However, a recent report, A Generation at Risk: The State of Youth Mental Health in Canada, released by Mental Health Research Canada (MHRC) puts a fine point on how important mental health support in the workplace is to young workers.
In September 2025, MHRC, in collaboration with Greenshield Canada, surveyed more than 2,700 Canadians 16 and older, with more than 2,200 respondents aged 16 and 29. At the time the survey was conducted, many were starting a new school year, international conflicts related to tariffs and trade were underway. Canada was experiencing tremendous heatwaves and wildfires, and, just as they are now, economic and geopolitical realities were weighing heavily on most of us.
Young workers need mental health support more than ever
The study revealed that 4.6 million youth require mental health support each year and highlighted the factors impacting this increase. The state of the world and the economy are causing young Canadians to feel increased rates of anxiety for reasons including job insecurity and lack of hope for their financial future.
Being able to cover basic living expenses (48%) and being able to find a stable job (34%) were the top two concerns affecting mental health among youth who responded to the survey.
Young Canadians are twice as likely (15%) as older Canadians over the age of 30 (7%) to report their mental health as “poor” or “very poor.” Rates increase for newcomers to Canada (20%) and underemployed youth (22%). Over 30% of 2SLGBTQ+ youth reported they feel this way.
Young workers are in greater need than ever of mental health resources and support, but they’re having difficulty accessing the care they need. The top barriers cited by respondents are:
Cost (52%)
Long wait times (45%)
Difficulty finding the right support (41%)
Culturally relevant supports (25% of racialized youth reported this as a barrier)
Start by breaking down any barriers that exist in your workplace
In their 2025 Mental Health in the Workplace study, MHRC found that 57% of employed Canadians would not disclose their mental health challenges to employers due to potential career harms.
This is an even greater concern among new and young workers who arrive in the workplace wanting and lacking the confidence to talk openly about challenges they may be facing. Many fear they won’t be taken seriously due to their age and inexperience, and their work ethic might be called into question.
Build trust, confidence, connection and a sense of safety
Young workers may be reluctant to come forward with concerns if they don’t trust they will be taken seriously. In this article, WSPS recommends eight steps to help leaders build strong relationships with new and young workers to make them feel safe and supported.
Make it clear that talking about mental health issues is okay
Provide mentoring
Get to know new and young workers
Provide positive feedback
Know the signs and symptoms of psychological distress
Offer flexibility and predictable work hours
Ensure adequate rest
Know how to start and conduct conversations about mental health
It is also important to address stigma by normalizing conversations about the importance of mental health. Talk about psychological safety and mental health in one-on-one and group meetings and remind employees about the programs, policies and resources you have in place to support them.
You can also share personal stories of how you have used support and resources in the past. You don’t have to divulge personal details – simply sharing that you’ve made use of them is enough to start building trust and assurance.
Make sure you are listening when new and young workers trust you enough to start the conversation
Active listening is a vital skill for everyone in the workplace, particularly leaders. If you’ve built a sense of trust and safety, employees who need support are more likely to come forward. And when they do, you want to be sure that you and other leaders know how to actively listen. Remember to:
Make it clear they have your full attention
Listen without judgement
Allow the individual to finish what they are saying without interrupting
Ask questions to understand
Paraphrase to ensure you’ve understood
Read more about active listening.
In the Generation at Risk report, MHRC stresses, “Now is the time to invest in comprehensive, youth-centred mental health strategies and supports that address both the social and economic realities shaping their mental health and well-being.”
If your organization already has a psychological safety program in place, be sure to remind employees and let them know how they can access resources. If you don’t have a program, putting one in place could be transformational for the young workers you employ now and in the future.
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