July 8, 2025 from Canadian HR Reporter
Construction Workers in Nova Scotia Report High Stress and Mental Health Struggles
A recent study commissioned by Construction Safety Nova Scotia (CSNS) is sounding the alarm about high stress levels and poor mental health outcomes among the province’s frontline construction workers.
According to the study, more than 36% of workers report high or very high stress levels on the job. One-third say their stress stems directly from interactions with managers or supervisors. In fact, 37% of workers express dissatisfaction with their relationship with their manager—an issue strongly linked to elevated stress and turnover risk.
Positive relationships, on the other hand, can significantly improve outcomes. Workers who report supportive management are 45% less likely to consider leaving their job due to stress.
Substance Use and Discrimination
Perhaps most alarming is the extent to which workers are turning to unhealthy coping strategies. The study found that 26% regularly use alcohol or drugs to manage stress, which makes them 157% more likely to report poor mental health.
Workplace discrimination and harassment also play a troubling role. Thirty-five percent of workers say they’ve experienced discrimination or harassment, which nearly doubles their likelihood of experiencing mental health issues.
Mental health is talked about, but people still feel like they can’t talk about it. Michael DeVenney, founder of WorkInsights, highlighted this issue at the CSNS 2025 Annual General Meeting.
“A lot of comments [were] made about ‘It’s talked about, we just can’t talk about it’, ‘You can’t share what’s actually going on with you’. This is a big gap and something that really needs to be covered.”
The Hidden Cost of High-Stress Worksites
This mental health burden comes at a cost—not just for workers, but also for employers. The study found that high-stress environments can lead to up to 60% more workplace incidents, and 40% of workers are considering leaving their jobs due to stress.
Despite this, many workers remain committed to their jobs:
- 81% say they find purpose in their work
- 85% understand what’s expected of them
- 74% feel part of a cohesive team
This contrast highlights a unique opportunity: with the right support, most workers can remain engaged and productive.
Mental Health Belongs in the C-Suite
DeVenney didn’t mince words: mental health is a leadership issue. “It’s not just an HR problem,” he said. “Mental health belongs on the senior leader’s desk.”
He noted that while HR and safety teams are often overloaded, the responsibility for creating a psychologically safe environment lies with company leadership.
Yet HR leaders themselves are under pressure. A Robert Half report found that 59% of HR professionals are experiencing burnout, largely due to long hours and increasing demands.
What Employers Can Do
Construction Safety Nova Scotia and other experts recommend several key strategies to address these challenges:
- Expand access to therapy, especially through online platforms.
- Train and support managers, who have the greatest influence on employee well-being.
- Prioritize psychological safety, not just physical safety, on job sites.
WorkSafeBC echoes this sentiment, stating:
“Managing psychological health and safety in the workplace is as important as managing physical health and safety.”
The Canadian Centre for Occupational Health and Safety (CCOHS) also emphasizes a multi-factor approach, including:
- Civility and respect
- Workload management
- Recognition and reward
- Psychological protection
- Prevention of harassment and violence
A Leadership Wake-Up Call
The Gallup State of the Global Workplace 2025 report places Canada and the U.S. at the top of the global stress list—50% of employees said they felt “a lot” of stress the day before.
This latest report from Nova Scotia reveals just how widespread and severe the issue is within high-risk industries like construction. Addressing it starts with leadership taking ownership—and action.
As DeVenney put it:
“Whoever is the president, the CEO, whoever is the senior leader—mental health belongs in your portfolio. And unfortunately, we don’t see that a lot. But that’s where it should be.”
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