Health and Safety ReportVolume 22, Issue 09

Working unpaid overtime is linked to high stress and burnout, according to recent research by the Institute for Work and Health. Of the 4,000 Canadians surveyed, 85 per cent of men who worked six or more hours of unpaid overtime a week were more likely to report stress, and 84 per cent were more likely to report burnout. And 90 per cent of women who worked six or more hours of unpaid overtime were more likely to report stress, while 52 per cent were more likely to report burnout.

Burnout is seen as the result of chronic workplace stress that has not been successfully managed. It involves feelings of energy depletion or exhaustion. Having a heavy workload and working long hours can contribute to burnout. Symptoms can include headaches, chronic illness, gastrointestinal issues, difficulty sleeping, irritability, anxiety, and a sense of hopelessness. 

Previous research has connected working overtime with psychological distress. But the Institute for Work and Health study is the first of its kind in Canada to distinguish between paid and unpaid overtime. The study’s findings suggest that working unpaid overtime can be an occupational health hazard, similar to other stressors such as shift work and low job control. 

Disconnecting from work

Supporting the ability to disconnect from work is one way employers can reduce the hazard of unpaid overtime. Disconnecting from work means being able to stop working without fear of reprisal from an employer, and not being obligated to respond to work requests outside established working hours. During non-work hours, workers are not required to perform job duties, or to respond to calls or emails from employers, managers, co-workers, and clients.

In Canada, many workers do not have a legal right to disconnect. But in Ontario, there is right-to-disconnect legislation, with other jurisdictions considering similar laws. Even so, employers do have a legislative requirement to protect the mental health of their workers. In jurisdictions that do not have explicit legislation dealing with psychological health in the workplace, the general duty clause would apply.

Being able to disconnect from work is vital to a psychologically healthy workplace, and it also makes good business sense. Benefits include happy, healthy, more productive staff, and reduced incidents, lost time, and workers’ compensation claims. Plus, supporting the ability to disconnect from work can help to attract and retain top talent in a competitive job market.

Committing with a policy

Employers can formalize their commitment to disconnecting from work by establishing a policy that outlines when and how to disengage from workplace activities.

The policy should include a clear definition of what is meant by disconnecting from work. It should also communicate there will be no reprisals for workers who follow the policy.

Depending on the type of workplace or industry, you may need to develop separate policies for different groups of workers, such as emergency responders, executives, or managers who may be required to be on call. The policy can also set expectations for response times to communications. For example, it may not be necessary to reply to non-urgent communication outside of work hours, but timely response to a workplace emergency may be needed.

A comprehensive policy should also cover overtime hours, including the approval process and compensation.

When developing a policy, it’s important to consider input from all workers, your workplace’s health and safety committee or representative, and unions. Trial the policy to ensure it meets the workplace’s needs, and adjust the policy as needed based on evaluation and worker feedback.

Leading by example

Organizations can also encourage workers to disconnect by leading by example and respecting the needs of others to unplug after work. Employers should avoid communication with workers outside of designated work hours. If you must send an email off-hours, set the expectation that workers can respond when business hours resume.

Including a statement such as the following in your email signature can help: “My workday may look different than your workday. Please do not feel obligated to respond outside of your designated working hours.”

Providing separate devices for work-related activities, such as mobile phones and laptops, and encouraging workers to put their devices away at the end of the workday can also encourage work-life balance.

Employers should avoid rewarding workers who continue to work outside of their designated hours. If extra hours are needed to complete a job, the employer and worker should discuss how to manage the workload and agree on additional time, resources, and compensation. 

Promoting workplace mental wellness

In addition to promoting the ability to disconnect from work, employers can use other strategies to support positive workplace mental health.

Manage workloads so workers are not overwhelmed with more than they can handle. Give them tasks and responsibilities that can be achieved within the time available, and with the resources provided. Clearly define your workers’ duties and responsibilities so they know what they need to do. 

Encourage workers to actively participate and engage at work. Include them in discussions on how their work is done and in decision-making processes. Workers who feel connected to their work enjoy it more and are motivated to do their jobs better.

A workplace committed to promoting work-life balance and positive mental health sees better engagement, morale, satisfaction, and productivity. This commitment also helps to protect workers from psychological harm at work, including high levels of stress and burnout.

Resources

• Working Unpaid Overtime linked with High Stress and Burnout, Institute for Work and Health
• Disconnecting from Work fact sheet, CCOHS
• Supporting Employees to Disconnect from Work infographic, CCOHS
• Mental Health – Job Burnout fact sheet, CCOHS
• Mental Health - How to Address and Support fact sheet, CCOHS
• Mental Health - Dealing with Stress in the Workplace fact sheet, CCOHS

Scented products such as perfumes, deodorants, lotions, air fresheners, and cleaners can be harmful to people with fragrance sensitivities, asthma, and allergies. Exposure to chemicals in some of these products can cause headaches, dizziness, nausea, breathing problems, and skin irritations. These symptoms can be mild, severe, or even debilitating. It’s an employer’s duty to protect workers with scent sensitivities by promoting air awareness at work. Here’s how to introduce a scent-free policy:

• Conduct an assessment and survey workers to understand the extent of workplace needs and develop an appropriate policy.
• Designate a key person to oversee the policy’s development or create a committee with members from all groups, such as health and safety committee members or representatives, workers, unions, and management. 
• Inform and educate workers about health concerns related to scents and why the policy is needed. Include information on your organization’s intranet, screensavers, and internal newsletters. Give presentations on the importance of being air aware. Let workers know the policy is being introduced because of health concerns, not because of a dislike of certain smells.
• Make it clear the policy applies to everyone at the workplace, including visitors. Everyone has a role to play to keep the air at work healthy.
• Be clear about next steps for workers wearing scents. For example, they may be asked to wash or remove fragrances, to change their clothes, or to work in a separate room.
• Review all safety data sheets for products that may be scented. When replacing these products, check the ingredients. Some products claim to be scent-free but use additional chemicals to mask smells instead of truly being unscented.
• Post a list of unscented personal care products on a notice board for workers to easily source.
• If doing construction, remodelling, or painting the workplace, inform workers well in advance so those with scent sensitives can make arrangements or have their duties modified.
• Post the policy on notice boards, in common areas, and on room-booking notifications. These free, downloadable posters can also help to remind everyone your workplace is air aware and a scent-free zone.

CCOHS Resources:

• Scent-Free Policy for the Workplace, fact sheet
• Scent-Free Zone, poster
• Be Air Aware, poster

Workplace distractions, like texting, listening to music, and juggling school and work, can interrupt attention or draw it away from a task. When young workers are distracted, it’s a safety concern that can lead to costly errors, lower productivity, damage to property or products, and even injury or death.

That’s where a new, free resource, developed in partnership with provincial and territorial departments of labour and occupational safety and health agencies, can help young workers stay focused and safe on the job.

Staying Focused at Work provides employers, parents, and workers with tips to reduce distractions in the workplace. To learn more, visit CCOHS’ Young Workers Zone and download the infographic.

CCOHS releases new podcasts each month to help you stay current and informed on workplace health, safety, and well-being in Canada. 

Featured Podcast: Protecting Workers from Bird Flu

Farms experiencing a surge in bird flu infections can put people who work with poultry and dairy cattle at risk of catching the illness. In this episode, we talk with CCOHS Senior Technical Specialist Matea Kokorovic about measures you can take to protect your workers.

Listen to the podcast now.  

Encore Podcast: Sitting at Work

Work that involves sitting is not without risk of injury. In fact, varicose veins, stiff necks, and numbness in the legs are reported more frequently among seated employees than those doing heavier tasks. Limited mobility contributes to injuries in the parts of the body that move us: the muscles, bones, tendons and ligaments. In this episode, we discuss how to recognize and prevent injuries while sitting at work.

Listen to the podcast now. 

See the complete list of podcast topics or, better yet, subscribe to the series on iTunes or Spotify and don't miss a single episode.

The World Health Organization recently declared the mpox virus, formerly called monkeypox, a public health emergency of international concern. Health Canada says the risk in Canada remains low. 

Most people recover on their own after a few weeks. In rare cases, death may occur. Symptoms include a rash or lesions that may be painful, and that can affect any part of the body. Headaches, sore throat, fever, chills, and swollen lymph nodes are also symptoms.

Anyone who comes in close contact with a person or animal infected with mpox is at risk of catching the virus.

For tips on how to reduce the risk for your workers, visit our Mpox (monkeypox) fact sheet.

Register now to take advantage of the discounted early bird rate for CCOHS Forum: The Changing World of Work, taking place May 27-28, 2025 in Calgary, Alberta.

This two-day, national event is unlike any other in Canada. Leaders, changemakers, and subject experts representing government, labour, and workplaces will share their perspectives on current and emerging health and safety topics. All speaker sessions, networking and interactive events, showcase of innovations, refreshments and lunches are included with registration.

Need accommodations? As a Forum attendee, you get special rates for the venue hotel, Sheraton Suites Calgary Eau Claire. A limited number of rooms are available.

Register now for early bird savings. Special rates for CCOHS Members and students are also available.

For more information and to stay up-to-date, visit https://www.ccohs.ca/forum.