The Empire Life Insurance Company is expanding its focus on workplace mental health, with new training aimed at helping leaders better support employees and manage growing mental health-related disability risk.
The insurer has introduced Mental Health First Aid training for leaders across the organization.
Delivered by the Mental Health Commission of Canada, the program is designed to help participants recognize signs of distress and handle sensitive conversations with more confidence and care.
According to the company, more than 70 leaders and employees have completed the course so far, including members of the Group Benefits Disability Management team, which regularly deals with employees during some of their most difficult periods at work.
The move reflects the increasing impact of mental health on claims and productivity. The Mental Health Commission of Canada estimates that about one in five Canadians experiences a mental illness in any given year, and that one in two will have or have had a mental illness by age 40, with the total economic burden pegged at roughly $51 billion annually. Mental health conditions are now among the fastest-growing drivers of disability absence and benefit costs in Canada.
The push for mental health literacy comes as many employees remain reluctant to disclose mental health issues, often for fear of stigma or career repercussions. That hesitation can mean problems go unaddressed until they result in prolonged absence or long-term disability claims.
“Wellness in the workplace is the foundation of organizational performance,” said Richard Carty, senior vice president, HR, at Empire Life. “By empowering our leaders with the tools to have these impactful conversations, we’re fostering a more resilient and caring workforce. When leaders listen and act with empathy, it creates a culture of belonging where employees feel safe and have the support they need to thrive and excel.”
Recent Canadian research has found that employees who view their workplace as strongly supportive of mental health are significantly more likely to raise concerns with a manager. That link between day-to-day culture and disclosure is increasingly relevant to how quickly workers are directed to appropriate support and how long they remain off work.
Higher mental health literacy among leaders and supervisors can translate into earlier referrals to care, shorter disability durations and fewer transitions from short-term to long-term disability. Industry data consistently show that mental health–related absences tend to last longer and cost more than many physical conditions, making early intervention a financial as well as a human priority.
Empire Life said it wants leaders to be able to spot changes in behaviour or performance that may signal a mental health concern and to respond in ways that encourage conversation rather than avoidance. The approach is aligned with a wider shift among Canadian employers toward structured mental health strategies and the National Standard of Canada for Psychological Health and Safety in the Workplace.
The internal focus is mirrored in the mental health resources built into the company’s group benefits offering. Empire Life includes services such as Mental Health Navigator and a Caregiver Program, delivered through Teladoc Health Canada, within many of its group plans.
The insurer has also added Teladoc’s myStrength digital mental health and coaching platform to its portfolio, responding to demand for app-based and on-demand support, particularly among younger workers. These tools are positioned to serve a range of needs, from managing stress and anxiety to addressing more complex conditions, and are intended to help plan sponsors intervene earlier before issues escalate into disability claims.
Plan sponsors can add optional enhancements, including an employee assistance program provided by KiiHealth and broader telemedicine services via Teladoc Health Canada, to tailor coverage to their workforce.
Across the Canadian group benefits market, carriers are increasingly competing on the strength and integration of their mental health solutions. With mental health–related disabilities now among the most common claim types alongside musculoskeletal issues, robust mental health programs are becoming a key differentiator in both new sales and renewals.
Empire Life plans to extend Mental Health First Aid training to all leaders over time.
As the company marks Mental Health Awareness Month, it said it will continue to emphasize initiatives that reduce stigma, encourage early intervention and build confidence among leaders and employees in addressing mental health at work.
On the benefits side, earlier support and easier access to care may influence claim incidence, duration and overall plan sustainability at a time when mental health pressures remain elevated across Canadian workplaces.
