It is no secret that mental health remains an undercurrent within the construction and heavy lifting sectors. In an old school culture of “grin and bear it,” those who are struggling often do so in silence.

According to Statistics Canada, 33 per cent of those in the construction industry report poor mental health, and a staggering 64 per cent wish their employers did more to address the topic.

Long hours, tight deadlines, and fatigue often take a toll on workers’ mental health and quality of life – and long hours and tight deadlines are the name of the game, aren’t they?

Well, not necessarily.

Lin Yu, an occupational health and safety specialist with the Canadian Centre for Occupational Health and Safety (CCOHS), suggests the industry would benefit from a fundamental shift in how work is approached–placing as much emphasis on psychological and mental health as on physical safety.

“Long hours and lack of work-life balance can lead to physical and mental fatigue, and some of the ways companies can avoid this is by adopting strategies like staggering shifts and avoiding inefficiencies at the project planning stage,” she explains.

Tight deadlines can also lead to anxiety and stress, shares Yu, “so it is important to make sure enough time is allocated from the outset of a project to avoid having to choose between physical and mental safety and productivity.”

The elephant in the room

According to a 2024 study conducted by Canada’s Building Trades Unions (CBTU), representing 600,000 members across 60 skilled trades, 62 per cent of workers report their mental health is less than good, and is significantly affected by their job.

“It is important that workers have a safe environment to be vulnerable and seek support. When employers share their own experiences with mental health, it really sets the tone. Awareness campaigns during training in combination with leader action really set a precedent.”

Many construction unions and crane associations across Canada are campaigning to address the mental health crisis.

In 2024, Construction Safety Nova Scotia conducted a comprehensive study of mental health in Nova Scotia’s construction industry. The research found that 50 per cent of workers do not feel comfortable discussing mental health with colleagues.

Similarly, WorkSafe BC found a 118 percent increase in approved psychological injury claims between 2018 and 2022.

Other groups, such as the Building & Construction Trades Council of Ontario, the Commission de la construction du Québec, and the Alberta Construction Training Institute, are working to address mental health as a hazard through educational initiatives.

The Construction Safety Association of Manitoba even coined the phrase “A hazard is a hazard” in an effort to normalize psychological health as much as physical.

Methods that matter

Just as site assessments regularly conducted to identify hazards, psychosocial hazards should also be addressed, explains Yu.

Bullying, harassment, lack of support, job insecurity and excessive workloads are all examples of psychosocial hazards – and can be quite common depending on the work environment.

“Over the years, we have heard of many psychosocial hazards from construction workplaces, including harassment and bullying,” she says.

Bullying, which is often disregarded as playful banter, is frequently normalized in the construction industry. The Canadian Construction Association (CCA) reports that between 15-19 per cent of working adults are victims of workplace bullying.

“Just as we encourage people to speak up if they have a physical injury, it’s important to put mechanisms in place to help workers reach out if it’s mental health-related,” says Yu.

“One of the ways to achieve this is by equipping leaders with competencies to support their team, including emotional intelligence too, and skills for having difficult conversations, navigating conflict and providing constructive feedback.”

She emphasizes that when those in authority model their behaviour for openness and accountability, and mistakes are used for growth rather than shame, they set the tone for the rest of the organization.

If a crane operator feels their job is not secure, “oftentimes they will feel less safe to raise concerns about their physical safety, let alone mental safety at work,” states Yu.

When an operator is far away from their network, it can contribute to feelings of anxiety and isolation. This is why a workplace culture of support and understanding is key.

“This needs to be addressed because the Association of Workers’ Compensation Boards of Canada reported that mental health is one of the rising causes of workplace disability claims in Canada,” says Yu. “Promoting healthy habits and coping mechanisms improves individual resilience. Preventing workplace hazards that impact mental health addresses hazard sources. Together, a resilient workforce and a healthy workplace can prevent work from causing mental harm.”

Last April, the Infrastructure Health & Safety Association (IHSA) wrote an open letter to the Canadian construction industry to participate in Mental Health Awareness Week in May.

“One life lost to suicide is one too many. By unmasking mental health and creating space for open connection between people, we can create change in every Canadian workplace. Join us to build a future where no worker feels alone,” stated the letter.

Cause and effect

Poor mental health and workplace injury are known pathways for substance abuse, as pain is rarely just physical.

The CBTU notes that the mental strain of recovery often leads workers to self-medicate, using substances to ease both their pain and their anxiety about returning to the job.

The union reports that 42 per cent of those in the trades are using drugs or alcohol daily or weekly to manage their mental health.

“Some jurisdictions also have specific legislation in some jurisdictions addressing harassment, bullying and violence prevention, and the right to disconnect outside of work, because both factors do impact workplace mental health.”

Lin Yu, occupational health and safety specialist

The Canadian Centre on Substance Use and Addiction (CCSA) echoes this, finding that study participants emphasized using substances to cope with job-related anxiety and stress.

In addition to an increasing number of associations and unions advocating for change, there has been an amount of health and safety legislation addressing workplace mental health.

“We are seeing a growing body of health and safety legislation that addresses workplace mental health either directly or through broader occupational health and safety duties. Some jurisdictions also have specific legislation in some jurisdictions addressing harassment, bullying and violence prevention, and the right to disconnect outside of work, because both factors do impact workplace mental health,” shares Yu.

Last year, BC Crane Safety, in collaboration with the Canadian Mental Health Association, hosted a conference on this very issue, offering practical conversations and activities to develop and implement proactive solutions to psychological harm in the workplace.

Some of the practical solutions include:

Civility and respect
Clear leadership and expectations
Psychological and social support
Effective workload management

There are many ways to create a mentally healthy workplace because psychological hazards can differ from site to site, explains Yu. But offering those who may suspect are dealing with mental health struggles with effective resources for support, such as an employee assistance program, online platforms and in-person networks.

“It’s so important to establish trust every day. Not just through a one-and-done interaction, but through workplace culture.”

Recognize the signs

It’s clear there is a growing call to action within the industry to drive meaningful, actionable change.

“We need to support the folks who are supporting a team. We need to equip leaders to recognize when someone might be struggling and provide them with the skills to respond with understanding.”

If someone may be struggling with mental health, here are some signs to watch for.

Changes in appearance or personal hygiene
Fatigue or low energy levels
Changes in behaviour and mood
Expressing hopelessness

Crane and Hoist Canada

Message History

Delivery option(s)