The conversation around mental health in the workplace is evolving, yet a significant gap remains in how effectively organizations support employees returning to function after a mental health-related absence. Many managers feel unprepared to navigate these sensitive situations, potentially hindering successful reintegration and contributing to ongoing challenges for both the employee and the company.
A recent report highlights this disconnect. In June 2025, the Canadian Mental Health Index (ISM), produced by Telus Health, revealed that 52% of managers doubted their ability to support an employee experiencing a mental health issue. This statistic is particularly concerning given the pivotal role managers play in preventing employee departure and facilitating a smooth return to work following a period of illness. Successfully navigating these situations requires a proactive and empathetic approach, focusing on individualized support and open communication.
Imagine returning to work after two, three, or six months away due to anxiety or burnout. After a prolonged absence marked by physical and emotional fatigue, cynicism, and a lack of fulfillment, the prospect of re-entering the workplace can be daunting. Concerns about meeting job demands, adapting to changes, and facing questions from colleagues are entirely natural.
Effective support begins with understanding that a return to work is a complex process. A recent study by Donatienne Desmette and Marc Corbière underscores the crucial role managers play in this process, demonstrating that certain managerial behaviors are perceived as tangible signs of organizational support.
The Power of Attentive Management
The Desmette and Corbière study found that managers who demonstrate attentiveness to an employee’s needs and tailor their approach to the individual’s return are perceived as supportive. This personalized approach fosters a greater sense of organizational support, which can, in turn, reduce feelings of burnout and decrease the employee’s intention to leave the company.
Managers generally expressed confidence in their ability to welcome returning employees, support them identify obstacles to reintegration, and monitor their progress. However, they reported feeling less equipped to manage relationships between colleagues or adjust workloads to accommodate the returning employee’s needs. Participants also highlighted challenges in staying current with best practices to prevent potential relapse. This reflects a broader trend identified in the June 2025 ISM report, which indicated that most managers feel uncertain or lack training in creating a psychologically safe work environment.
Bridging the Skills Gap
This lack of confidence and training underscores two key points. First, returning to work is rarely a straightforward process and requires a multifaceted approach. Human resources professionals and managers must collaborate to support the employee’s reintegration, and, when appropriate, involve the employee’s medical team or insurance provider. Second, there is an urgent need to equip the future workforce with the skills to recognize, discuss, and support mental health challenges in the workplace.
Integrating these concepts into college and university curricula is essential to raise awareness and empower a broader range of workers to contribute to a mentally healthy work environment. This is particularly relevant given the increasing focus on preventing psychosocial risks and the significant proportion of workers affected by mental health issues.
Looking Ahead: Prioritizing Mental Health Training
Creating a truly supportive workplace requires a commitment to ongoing education and training. Organizations should invest in programs that equip managers with the skills to identify signs of mental distress, initiate supportive conversations, and implement effective return-to-work strategies. Fostering a culture of open communication and reducing stigma surrounding mental health are crucial steps toward creating a more inclusive and supportive environment for all employees.
As workplaces continue to evolve, prioritizing mental health will be essential for attracting and retaining talent, boosting productivity, and fostering a thriving organizational culture.
Disclaimer: This article provides informational content about mental health in the workplace and is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of a qualified healthcare provider for any questions you may have regarding your health or a medical condition.
What steps can organizations take to better support managers in addressing employee mental health? Share your thoughts in the comments below.
