In addition to workplace programs to prevent mental health problems and to intervene when employees show signs of struggling, it is also important for organizations to provide return-to-work and stay-at-work accommodations for employees experiencing mental ill-health. This article discusses the importance of accommodations and reviews existing research findings in the context of workplace mental health programming.

Getting Rid of Stupid Stuff was developed as an intervention to address burdensome and unncessary work tasks and processes (e.g., electronic health record tasks) that contribute to burnout in physicians and other clinicians. Although the work of academics differs from that of clinicians, this form of department-level intervention could also be considered to reduce workload in academia.

This podcast episode discuses some of the key drivers leading to faculty burnout, such as weak workplace culture that contributes to a perception of an unsupportive work environment . They offer strategies for training deans and department chairs to be more effective at managing the issue.

The 3-hour mental health awareness training (MHAT) is one of the first scientifically evaluated workplace mental health training programs to result in changes in leaders’ behaviors, increased employee resource-use, and lower disability claim duration over time. The training provides leaders, managers, and front-line supervisors with the skills to respond to workplace mental health issues.

The widespread use of email for communicating means that academics are continuously receiving work-related communications from the university and students. Both universities and faculty need to understand that it is important to set realistic expectations for when faculty will be available to respond to email. Many jurisdictions are either considering or having passed legislation to establish employee rights to disconnect from work, meaning that employees have the right not to engage in work-related communications outside of work hours. For example, the province of Ontario requires all employers with 25 or more employees to provide employees with a written policy explaining the employee's right to disconnect in accordance with employee rights as set out by the Employment Standards Act.

A distress postcard with the university numbers on who to call for assistance on matters related to mental health crises can be distributed throughout the university.

Faculty and staff may not be aware that unions can help navigate the process of taking leave of absence or requesting accommodations from the university.

Evidence based programs created by academics in the form of seminars, tailored specifically to address mental health in academia. They have identified five domains of excellence in cultivating a health workplace in an academic setting including mental health literacy, fighting stigma, peer networks, dept. committees, and skills training.

Wellbeing and mental health resources centralized in one, easy to find, location both digitally and in print.

It is important for all employees, including academics, to know the rights that they are entitled to and the standards that their employer must adhere to as set out by collective agreements, provincial and territorial employment standards (e.g., Ontario's Employment Standards Act), and federal legislation such as the Canadian Human Rights Act. As an employee with a mental health problem, knowing your rights can help you access support (e.g., job accommodations, sick days, leave of absences), protect you from discrimination, and ensure your privacy. Unionized employees can get support understanding their rights by contacting union representatives who are well versed in employment legislation and collective agreements with the employer.