By Kezia Royer-Burkett | Burlington Local-News.ca
Mental health and wellness have moved from the margins to the centre of workplace conversations, according to the newly released 2025 Peel Halton Employer Survey from the Peel Halton Workforce Development Group. Conducted between September 15 and October 24, 2025, the survey gathered responses from 128 employers across Peel and Halton, offering a timely snapshot of how organizations are experiencing, prioritizing, and responding to mental health in today’s workforce.
The findings suggest a clear shift in awareness. More than three-quarters of employers surveyed said mental health and wellness is either “very important” or “a critical priority” within their organization. This recognition appears to be driven not just by policy trends, but by lived workplace experience. Almost half of respondents reported that the incidence of mental health and wellness concerns has increased, while over half said that in the past two years, staff have actively asked to learn more about how to better support people facing mental health challenges.
Despite growing awareness, many employers are still navigating uncertainty when it comes to action. Forty-one percent of respondents said they have felt unsure about how to start a conversation with an employee when a mental health concern is suspected. This hesitation highlights a gap between recognizing the importance of mental wellness and feeling equipped to address it in real time, particularly for smaller organizations without formal human resources supports.
Company size emerged as a significant factor throughout the survey. Larger organizations, particularly those with 100 or more employees, were more likely to track mental health-related metrics and have structured practices in place. In contrast, firms with between five and 19 employees scored much lower in this area, suggesting that smaller workplaces may be struggling to formalize supports despite often being closer-knit environments. Interestingly, the smallest firms, those with one to four employees, were the most likely to report an increase in mental health and wellness issues, pointing to the intense pressures often faced by very small teams.
The survey also revealed that employee comfort with disclosure plays a major role in how mental health concerns surface in the workplace. Employers noted that mental health issues are closely tied to whether employees feel safe and supported enough to share their experiences, reinforcing the importance of trust, communication, and workplace culture.
Economic uncertainty is further complicating the picture. When asked about the impact of U.S. tariffs, employers cited uncertainty in business planning as the most significant challenge, both now and looking ahead. Many also expect or are already experiencing restricted spending, disrupted supply chains, and the need to raise prices. These pressures can heighten stress for both employers and employees, adding another layer to workplace mental health concerns.
Labour force dynamics continue to shift across Peel and Halton, with long-term unemployment emerging as a growing concern. Data referenced alongside the survey shows a rising proportion of people, particularly youth aged 15 to 24, who have been unemployed for over a year. While the percentage remains relatively small, its long-term impact is significant. Extended unemployment early in a person’s working life can affect career progression, earnings, and mental well-being, with ripple effects for employment services and social supports across the region.
The survey also touched on workforce programs and awareness gaps. Seven out of ten employers said they neither use nor are considering the Temporary Foreign Worker Program, and among those who do engage with it, fewer than half are aware of recent changes. This points to broader challenges around information-sharing and capacity, particularly for smaller employers managing multiple pressures at once.
Local representation in the survey included employers from across Halton, with Burlington accounting for 12% of respondents, alongside Oakville at 11%, Milton at 8%, and Halton Hills at 13%. Respondents were generally representative of employer characteristics across Peel and Halton, lending credibility to the findings as a regional snapshot rather than an outlier perspective.
Overall, the 2025 Peel Halton Employer Survey makes one thing clear: most employers understand that mental health matters, but many are still figuring out how to respond effectively. As economic uncertainty, workforce changes, and mental health needs continue to intersect, the challenge ahead will be turning awareness into confident, compassionate action, particularly for smaller workplaces that may need targeted support to do so.
