The WorkAbility Bulletin
Your source of up-to-date news, information, and resources in the world of Mental Health and Employment in Canada.
Workplace Mental Health in the AI Era
The Office of the Privacy Commissioner of Canada emphasizes the need for responsible use of generative AI technologies. In the workplace, AI poses mental health risks, such as the inadvertent collection of sensitive data without consent, which can lead to privacy concerns. Bias within AI systems may also result in discriminatory decisions, negatively affecting employee morale and well-being. Furthermore, a lack of transparency in AI’s decision-making processes can undermine trust, creating uncertainty and stress that impact mental health.
Despite risks, AI can also enhance mental health in the workplace by improving efficiency and reducing stress. By automating repetitive tasks, employees can focus on more meaningful work, reducing burnout. AI can improve decision-making, leading to a supportive work environment where strategies are more informed and workplace pressure is alleviated. Additionally, AI’s ability to personalize training and experiences helps foster engagement, offering employees tailored support that enhances their sense of value and well-being.
To ensure AI benefits mental health in the workplace, a balance must be struck between risks and rewards. Responsible AI development should prioritize fairness, transparency, and privacy protections to prevent negative impacts on employee well-being. By minimizing bias and discrimination, organizations can harness AI to promote a healthier, more respectful work environment that fosters mental resilience and positive outcomes for all employees.
2025 Stats & Upcoming Legislation Changes
Canadian AI Safety Institute(CAISI) Research Program at CIFAR
The Canadian Institute for Advanced Research (CIFAR) is recognized worldwide for its contributions to cutting-edge research. As one of the global frontrunners in artificial intelligence, Canada continues to push the boundaries of AI innovation—focusing not only on technological progress but also on understanding its broader social impacts to help ensure a safer and more inclusive future for everyone.
Human Resources Legislative Update
The Ontario government has announced that the Digital Platform Workers’ Rights Act, 2022 will officially take effect on July 1, 2025. If your organization operates in the digital platform economy—such as ride-sharing, food delivery, or other app-based services—it’s important to understand your responsibilities under this new legislation.
This Act applies specifically to businesses and individuals who provide work through digital platforms. If your organization does not engage in this type of work, the Act does not apply to you.
Make sure you're prepared and up to date on what’s required to remain compliant before the new rules come into force.
Growing Opportunities on the Rise for Youth with Disabilities in Education and Employment
Recent findings from Statistics Canada show a positive trend: young people with disabilities are gaining greater access to both education and employment. The report sheds light on how their experiences compare with those of youth without disabilities, highlighting key similarities and differences.
Among individuals aged 15 to 24, the most common situation—regardless of disability status—involved being in school but not participating in the workforce, either through unemployment or by not being part of the labour force. This suggests that education remains the central focus for many young people during this stage of life.
Key Employment Patterns Among Youth with Disabilities:
Young people with less severe disabilities are more likely to have jobs while attending school than those with more significant impairments, suggesting that the level of disability plays a key role in shaping early employment experiences.
Among students with disabilities, young women are more likely than young men to be employed—and to be working full-time—during their studies.
The pattern changes for youth who are not in school. In this group, young men with disabilities are more likely than their female peers to be working, and they are also more often employed in full-time roles.
When it comes to youth who are not involved in education, employment, or training (NEET), young men with more severe disabilities are especially at risk. They face higher rates of disconnection from these opportunities compared to both young men with milder disabilities and young women with severe disabilities—pointing to a need for focused support and intervention strategies.
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The above information is offered with our quarterly newsletter, supporting employers with up to date resources and reports on Mental Health and Employment and upcoming WorkAbility opportunities.
The above and past issues are available below in PDF form