You are already paying for this. You are just not measuring it.
Absence, presenteeism, premium movement and replacement hiring are live costs on your P&L right now. Fewer than half of Canadian organisations track the first one.
as high as 200%
Cost to replace a departing employee, as a share of their salary
Your sector already tells you what to expect.
Union coverage, age profile and sector all move absence days materially. Employees aged 55 to 64 lose 14.9 days a year; employees with union coverage lose 16.4.
Your managers think this is handled. Your employees do not.
Managers rate burnout prevention at 81%. Only 36% of employees say their employer offers anything. That 45 point gap is not a communication problem, it is a measurement problem.
75%
Employees reporting no overall workplace mental health strategy
77%
Workers not comfortable discussing a mental health problem with their employer
This is not optional in any Canadian jurisdiction.
Take every precaution reasonable in the circumstances for the protection of a worker. A written health and safety policy is required above 5 workers.A601A602
A duty to cooperate in return to work, and a duty to maintain employment, both in force since 1 January 2024. Accommodation runs to the point of undue hardship.A615A620A619
The employer's general duty expressly covers the physical and mental well-being of the worker, not physical safety alone.A607
Your regulator will pay you to do this.
Every province ties premium to claim experience, and several rebate directly against documented prevention activity. Most employers never claim it, because they never generate the evidence.
200%
Health and Safety Excellence rebate, capped at 2× prior year premiums
Get a baseline before your next renewal.
One site, one shift, one set of numbers. Enough to build a business case, and enough to file against a prevention rebate.
