AS the days grow shorter and the air turns crisp, fall invites us to pause and reflect, not just on the changing seasons, but on our own well-being. Last month, Mental Health Awareness Week (October 5-11, 2025) and World Mental Health Day (October 10, 2025) reminded us that mental health isn't something we only focus on once a year, but it's an ongoing part of overall health.  

According to the Canadian Mental Health Association, one in five Canadians will personally experience a mental health problem or illness. These challenges often arise from a mix of genetic, biological, personality, and environmental factors.  

At DMI, we see the impact of mental health challenges every day in our case management work. Unlike physical injuries, mental illnesses can be harder to identify, and the stigma surrounding them can make it even more difficult for individuals to seek help. Misunderstanding and discrimination can lead to isolation, shame, and slower recovery.  

That's why awareness matters year-round. By learning about mental health, challenging misconceptions, and using respectful, person-first language, we can create workplaces that are more understanding and supportive.  

Returning to Work After a Mental Health Leave 

Returning to work after a mental-health related absence can play a key role in recovery. A consistent routine, social connection, and a sense of purpose can all contribute to long-term wellness.  

At DMI, we collaborate with employees, employers, unions (if-applicable), and healthcare providers to create safe, sustainable return-to-work plans. When an employee has been away for an extended period, a gradual return to work may provide the flexibility needed to rebuild confidence while continuing treatment and recovery.  

How Employers Can Support Mental Wellness  

Employers are essential partners in creating psychologically safe workplaces. Here are a few ways to help employees return successfully: 

  • Offer flexibility through accommodations that promote a safe, supported return 
  • Foster a supportive culture that values empathy, inclusion, and open dialogue 
  • Set clear expectations for roles and responsibilities to reduce uncertainty 
  • Ensure purpose in every accommodation to help employees feel valued and connected 

Supporting mental health at work isn't just good practice, it's an investment in people and organizational well-being.  

Contact us today to learn how DMI can assist you in supporting mental health and creating sustainable return-to-work solutions.