Understanding the Rise of Climate Anxiety in the Workplace
As climate change continues to impact daily life, a growing number of employees are experiencing heightened levels of stress and concern—commonly referred to as climate anxiety. This issue, once considered niche, is now becoming a mainstream mental health challenge that Canadian employers can no longer ignore.
According to a recent report by Sun Life, climate-related stress is already affecting workplace productivity. Extreme heat events alone are projected to cause a loss of 128 million work hours annually by 2100. Even more immediate, 28% of Canadian workers have considered changing jobs or careers due to climate-related concerns.
Climate Anxiety: A New Kind of Workplace Risk
Charles Cho, a professor of sustainability accounting at York University, explains that climate anxiety differs from traditional workplace stressors such as harassment or workload pressure. Because it’s driven by external environmental factors, it introduces a unique layer of unpredictability to employee well-being.
“People get scared,” says Cho. “Even if it’s a great company to work for, psychological vulnerability can make employees consider leaving. That’s a serious risk.”
Currently, 27% of employees report experiencing climate anxiety. Though not yet classified as a formal mental health condition, its effects are real and measurable, contributing to absenteeism and staff turnover.
Disproportionate Impact Across Demographics
Climate anxiety doesn’t affect all workers equally. Sun Life’s research shows that younger employees, particularly those under 35, are significantly more likely to experience climate-related stress. Nearly 50% of this age group reports anxiety, compared to just 15% of Baby Boomers. Women and those with chronic health conditions also experience higher levels of anxiety and physical symptoms related to climate change.
Regional differences further exacerbate the issue. For instance, 60% of employees in Atlantic Canada report mental health impacts from climate events like wildfires or floods, compared to 46% in Quebec.
Employer Inaction Can Lead to Turnover
Employees are increasingly expecting their organizations to take a stand on climate issues. The Sun Life report notes that 35% of employees have considered quitting due to their employer’s lack of climate action, and 21% have already taken steps toward leaving.
Companies located in areas prone to natural disasters face particularly high risks, with increased absenteeism and turnover being common outcomes. Employers who fail to acknowledge or address climate anxiety may also face reputational damage, especially as employees take to social media to voice their frustrations.
Cho warns against greenwashing—when companies make superficial environmental claims without meaningful action—as it can backfire both internally and externally.
Building Trust Through Supportive Policies
Despite the growing need, only 19% of Canadian employers have implemented policies or programs specifically targeting climate anxiety. Meanwhile, over half of employees (54%) express a desire for more workplace support in this area.
“You have to make your employees feel safe and comfortable,” says Cho. “That builds employee loyalty, which is an invaluable asset.”
He advises against lumping climate anxiety into existing group benefits or employee assistance programs, arguing that it requires targeted strategies. “Ecological, environmental anxiety is relatively new. It’s a specific type of anxiety that’s not going away.”
Educating HR Teams and Investing in Well-being
HR professionals must stay informed about the psychological impacts of climate change. Cho emphasizes the importance of investing in education and long-term solutions. “A lot of the problem with environmental and social sustainability issues is the lack of fundamental knowledge,” he says. “It’s a niche area now, but it’s going to become bigger.”
Organizations that invest in employee well-being see tangible returns. Sun Life reports that companies offering climate-related mental health support experience a 23% reduction in absenteeism and a 17% boost in employee engagement. Nevertheless, only 14% of employers currently allocate budgets for such initiatives.
Looking Ahead: Long-Term Gains Over Short-Term Costs
Cho acknowledges that convincing business leaders to invest in climate support programs may be challenging. “Workplace health and safety rules are often treated like checkboxes. But climate anxiety isn’t something you can ignore,” he says.
He encourages HR leaders to frame these initiatives as long-term investments. “Companies that prioritize non-financial assets like employee well-being and environmental responsibility tend to perform better over time,” he explains. “They gain customer trust, build a positive reputation, and become good corporate citizens. It takes time, but the benefits are real.”
This article is inspired by content from Original Source. It has been rephrased for originality. Images are credited to the original source.