The 10 Key Elements of Psychological Health and Safety for a Thriving Workplace

At The Workjoy Company, we believe that creating a mentally healthy and safe workplace is not just a goal—it's a continuous journey that requires careful planning and commitment. Integrating Psychological Health and Safety (PHS) into your organization’s strategy, processes, and leadership practices is essential for fostering an environment where employees can thrive.

Drawing from national and international standards, here are the Mental Health Commission of Canada’s guidelines, the 10 key elements that form the foundation of a robust PHS strategy.

1. Policy and Strategy: Laying the Groundwork

A comprehensive PHS policy and strategy is the cornerstone of a safe and healthy workplace. Senior management should approve and support this policy, ensuring that roles, responsibilities, and resources are clearly defined. A strong strategy outlines the organization’s commitment to PHS, detailing an action plan with clear goals. Engaging employees and stakeholders at all levels through training and communication ensures everyone is on the same page. Continuous evaluation and updates to the strategy keep PHS efforts aligned with organizational growth.

2. Managing Change: Minimizing Uncertainty

Changes in the workplace—whether it’s new processes, staffing adjustments, or shifts in company strategy—can impact mental health. That’s why it’s critical to establish clear communication plans whenever change occurs. Identifying those affected by the change and providing timely, transparent information reduces anxiety and confusion. Whether it’s new products, altered work procedures, or changes in legal requirements, a well-communicated approach minimizes disruption and helps employees adapt smoothly.

3. Leadership Development and Competencies: Empowering Leaders

Strong leadership is essential for creating a psychologically safe workplace. Leaders need to be equipped with emotional intelligence, effective communication skills, and the ability to foster safe interactions. Leadership development programs should focus on building competencies that support mental well-being, ensuring managers are not only guiding their teams but also managing their own emotional health. When leaders model psychologically safe behaviors, they create an environment where employees feel valued and supported.

4. Human Rights and Employment Standards: Protecting Employees

Organizations must adhere to Human Rights and Employment Standards, ensuring that these policies are ingrained in everyday practices. A written policy approved by senior management safeguards employee rights, with clear reporting processes for any violations. Regular training and reviews of employment standards ensure employees are educated about their rights and that the organization stays compliant with evolving legislation. A safe workplace also means that workers can raise concerns without fear of retaliation.

5. Equity, Diversity, and Inclusion (EDI): Creating a Fair and Inclusive Workplace

Equity, Diversity, and Inclusion (EDI) must be integrated into every layer of your organization’s culture. With senior management support, an EDI policy should be backed by actionable initiatives such as creating resource groups, promoting diverse voices, and aligning promotion and retention processes with inclusive practices. Regular risk assessments should take into account the unique needs of marginalized populations, ensuring that all employees feel supported and heard. Measuring the success of EDI efforts and reporting results keeps the organization accountable and fosters ongoing improvement.

6. Mental Health Awareness and Supports: Building a Supportive Culture

Mental health awareness should be a priority across your organization. Implementing structured mental health policies and providing clear communication about available resources are critical steps in building a supportive culture. Peer support programs, anti-stigma initiatives, and regular evaluations of Employee Assistance Programs (EAP) ensure that workers have the tools they need to maintain their well-being. Organizations should also work to identify and address any barriers that might prevent employees from accessing these resources.

7. Risk Assessment and Control: Addressing Psychosocial Hazards

Psychological health and safety must be embedded in the organization’s overall risk management processes. This includes identifying psychosocial risks that may affect workers’ mental health and implementing controls to mitigate these risks. Expanding traditional Occupational Health and Safety (OHS) practices to include mental health risks ensures that PHS is considered at every level, from daily operations to high-stress environments.

8. Emergency Preparedness and Response: Supporting Employees in Critical Situations

Crises and emergencies can take a significant toll on mental health. Whether it’s a natural disaster, a workplace incident, or a personal tragedy, organizations must have clear processes in place to support employees. This includes providing training for key personnel, assessing the psychological impact of critical events, and offering mental health resources during and after the incident. Proper planning can help minimize the long-term effects of trauma and ensure employees feel supported.

9. Ability Management: Supporting Mental Health Conditions

Organizations should provide guidance to employees and managers on how to support workers with mental health conditions. This includes identifying psychological abilities and limitations and ensuring that appropriate accommodations are made. Establishing clear processes for managing accommodation plans and mental health-related benefits claims is crucial for maintaining a supportive and inclusive work environment.

10. Worker Lifecycle: Integrating PHS from Recruitment to Offboarding

A commitment to Psychological Health and Safety should span the entire worker lifecycle—from recruitment to offboarding. This means integrating PHS into the onboarding process, providing ongoing training throughout an employee’s tenure, and supporting growth and retention through development opportunities. By embedding PHS into every stage of the worker’s journey, organizations can ensure a supportive and mentally healthy work environment for all.

Conclusion: Building a Thriving Workplace with PHS

At Workjoy, we believe that embedding Psychological Health and Safety into the core of your organization creates a thriving, resilient workplace where employees feel supported and valued. By implementing these 10 key elements, you can promote mental well-being, reduce stress, and build a culture of psychological safety that benefits both employees and the organization as a whole.

If you’re ready to start creating a psychologically healthy workplace, contact us to learn more about our services and workshops tailored to help organizations integrate PHS into their everyday practices. Together, we can build a better, healthier workplace for all.