Ale (KSW Lawyer): If an employer terminates an employee within six months due to the injury, they may be liable for breaching the Duty to Maintain Employment. The determining factor is whether the termination was related to that worker’s compensable injury. WorkSafeBC wants to dissuade employers from terminating injured workers due to their injury and […]

Ale (KSW Lawyers): The Duty of Maintain Employment is not indefinite; it runs to the second anniversary of a worker’s date on injury. If a worker has been unable to return to work over two years from the date of injury, the obligation to maintain employment ends.

This workbook is intended for: Working people with low mood, who may be at risk for developing depression; Working people who have developed a mild or major depression; Partners, family members, friends or workplace colleagues who want to help; Employers, supervisors or managers concerned about their staff; Treatment providers who would like a tool to use as an adjunct to their clinical treatment.

Workplace mental health has never been more important. BC’s Hub for Workplace Mental Health is here to help.

When an employee needs an employer-supported disability or medical leave, their leader has a significant impact on their experience before, during and after their leave from work. Leaders learn how to empower their employees to take the lead on how to stay in touch, what leaders and co-workers can and can not say to employees, […]

While there are certainly skills we can teach and learn that help us cope with stress, sustainable resilience in the workplace requires a more radical approach to fixing the problems in our work environments that are impacting our employees’ health, safety, and well-being.In this session, we look at: New strategies to work with our people […]

BounceBack® is a free skill-building program designed to help adults and youth 15+ manage low mood, mild to moderate depression, anxiety, stress or worry. Delivered online or over the phone with a coach, you will get access to tools that will support you on your path to mental wellness.

The difference between a comprehensive, effective return to work program and one that only addresses bare-minimum obligations can equate to hundreds of thousands of dollars in annual WorkSafeBC premiums. There is not only a financial incentive to develop supportive disability management strategies, but it has been proven that workers who return to safe, appropriate work […]

The difference between a comprehensive, effective return to work program and one that only addresses bare-minimum obligations can equate to hundreds of thousands of dollars in annual WorkSafeBC premiums. There is not only a financial incentive to develop supportive disability management strategies, but it has been proven that workers who return to safe, appropriate work […]

The difference between a comprehensive, effective return to work program and one that only addresses bare-minimum obligations can equate to hundreds of thousands of dollars in annual WorkSafeBC premiums. There is not only a financial incentive to develop supportive disability management strategies, but it has been proven that workers who return to safe, appropriate work […]

Teresa (WorkSafeBC): A worker can, but they are not obligated to, share their medical information. Many doctor’s reports can include information that is not relevant to the claim and is the confidential, private, information of the worked. For medical information to help identify suitable work, you can direct a worker to physiotherapy for the completion […]

Teresa (WorkSafeBC): We offer a Return to Work Coordinator course. It is a two-day course focuses on the role and responsibilities of a return-to-work (RTW) coordinator, providing participants with the information, tools, and templates that will allow them to do the job. The course focuses on the value of a proactive approach, which provides support […]

Amanda (TeksMed Service): Employers should keep in mind they do not NEED to wait for medical to make an offer of suitable/modified work. They can base the offer off common-sense restrictions (Ie: one-handed duties for a left-hand injury). Also, other treatment providers can provide limitations or assist in reviewing modified work (Ie: Physiotherapist). As WCB […]

Teresa (WorkSafeBC): The new legislation provides a legal framework for supporting an injured worker’s return to, or continuation of work.

This resource from the National Safety Council identifies some strategies that employers can adopt to help minimize workplace fatigue.

Some information from the National Safety Council about what exactly is workplace fatigue, its causes, and how it can impact an organization’s health and safety.

Fatigue is feeling tired weary from sleep, mental or physical work, or stress. Boring repetitive tasks can increase feelings of fatigue. Fatigue is either acute or chronic.

This document answers some of the frequently asked questions relating to mental disorder claims.

Guarding Minds at Work is a comprehensive resource to help you assess and address psychological health and safety in your workplace. 

Teresa (WorkSafeBC): There is no limit prescribed. If the work is being completed regardless of accommodations than there is no effect. If providing accommodations becomes an undue hardship, then that will be reviewed. Make sure you document why an accommodation is not possible. Amanda (TeksMed Services): There is no set figure.

Amanda (TeksMed Services): Being on Probation does not bar a worker from claim, however the Duty to Maintain employment only applies to workers who have been employed for at least 12 months. Many workers have underlying or pre-existing conditions, the Board can consider accepting this as only an aggravation to a pre-existing condition and/or may […]

Teresa (WorkSafeBC): The duty to cooperate requires workers to “not unreasonably” refuse suitable work when it is made available by an employer with whom the worker has an existing employment relationship. If a worker refuses work duties that are suitable and available, WorkSafeBC will investigate to determine the reasonableness of the worker’s refusal. If WorkSafeBC […]

Ale (KSW Lawyer): The Duty to Cooperate is reciprocal. Employees also have a duty to communicate with the employer and WorkSafeBC. Failure to do so puts them at risk of losing claim benefits. The Duty to Cooperate is applicable to cases where a worker is disabled from earning full wages, even if they were employed […]

Pivotal factors are reshaping our world and industries. In this dynamic keynote, explore the intersections of AI, climate change, and what else is poised to shake our businesses, our teams, and our jobs, for new perspectives on the challenges and opportunities ahead. Take away new strategies to safeguard your people, leverage opportunities, and build a […]

Ale (KSW Lawyers): Terminating a worker and paying them termination pay does not automatically cancel the Duty to Maintain Employment obligations. Employers may still be required to establish that the termination was unrelated to the injury under the WorkSafeBC system. Whether there was a breach of the Duty to Maintain Employment is determined on a […]

Understand the importance of emotional intelligence in leading and supporting a psychologically safe workplace. This interactive session will equip you with practical tools and strategies to improve self-awareness, empathy, and communication skills. Learn how to strengthen workplace relationships and create a safe, inclusive work environment that fosters a culture of trust, respect, and well-being in […]

Understand the importance of emotional intelligence in leading and supporting a psychologically safe workplace. This interactive session will equip you with practical tools and strategies to improve self-awareness, empathy, and communication skills. Learn how to strengthen workplace relationships and create a safe, inclusive work environment that fosters a culture of trust, respect, and well-being in […]

About the project The Manufacturing Safety Alliance of BC is working with industry, mental health, academic, government, and labour experts to develop a mental health strategy for the manufacturing sector. This strategy and plan will define a way forward to enable employers to integrate psychological health and safety into their OHS management systems. Manufacturing Sector […]

Unfortunately, due to stigma and unfair stereotypes about mental illness, it can be difficult for people to speak up about their mental health. It can be a lot easier to share that you have a physical illness, an injury, or some other form of physical disability than it is to disclose that you’re going through a mental health crisis.

What does it mean to be a psychologically safe workplace—and what role can an effective Safety Committee or Worker Rep play in helping to support a psychologically safe work environment? Find out as we explore the role of the Committee in a healthy workplace.

You are not alone. 1 in 5 of us will experience a mental health concern this year.

Mental Health First Aid is the help provided to a person developing a mental health problem, experiencing a mental health crisis, or a worsening of their mental health.

The workplace can be an essential factor to maintain positive mental health – but it can also be a stressful environment that contributes to mental health issues. When our mental health starts to deteriorate, it can be hard to enjoy life like we used to. The total cost from mental health problems to the Canadian […]

We spend a great deal of our time at work, and the financial and human costs of workplace mental health issues can be huge.

Businesses that focus on profit without considering the well-being of their employees often reap unintended impacts—from absenteeism and high turnover to lower productivity, toxic culture, and damage to their brands. In this session, uncover new strategies to help you build a supportive environment that promotes well-being and resilience. Find out what steps other companies have […]

Make It Safe Expert Series Workshop | Free Members-Only Event
This engaging session will cover workplace mental health awareness, addressing crucial topics such as bullying and harassment. Discover effective strategies for building resilience—and equip yourself and your team to overcome challenges and thrive at work.

Teresa (WorkSafeBC): I am not sure if that has been a consideration, as it is outside of my department, but if you would like to know, please send an email so that I can forward it to the appropriate department and try to find an answer for you.

With mental health claims on the rise, employers are seeing firsthand the detrimental impacts of stress on employee performance and well-being. Proactive measures to manage stress—and to minimize systemic stressors at work—can lead to improved performance, job satisfaction, and overall well-being. Learn to identify the short-term effects of stress on the job, including impaired concentration […]

To foster a pragmatic integrated approach to workplace mental health in Canada, the Workforce Advisory Committee (WAC) of the Mental Health Commission of Canada (MHCC) collaborated with the Centre for Applied Research in Mental Health and Addiction (CARMHA) at Simon Fraser University to examine the relevant scientific and ‘grey’ literature on approaches to improving the mental health of employees.

Teresa (WorkSafeBC): Undue hardship refers to a point at which accommodating a worker becomes too difficult, unsafe, or costly for the employer. WorkSafeBC determines if the situation meets the undue hardship criteria on a case-by-case basis, taking into account the specific circumstances of each situation. Employers are obligated to identify and offer work that is […]

Talking about mental health at work can be challenging. But becoming more aware of signs of mental illnesses, and learning how to have those difficult discussions are part of being an effective leader.

A stay-at-work/return-to-work program provides the financial, social, and psychological benefits and stability of remaining in the workforce while injured or unwell.

Disability management can be complex, even for what we might call “typical” physical injuries. Add a psychological element to a claim, and many employers feel completely paralyzed, unprepared to handle things appropriately and effectively. The sad reality is that many workers who are off work at least in part due to mental illness do not […]

“Workplace wellness is a commitment by an employer to cultivate a work environment that promotes the health and wellness of its employees.”

If you have someone in your family with a mental illness, you may be wondering what is going on.

Virtual services are available for British Columbians who are experiencing anxiety, depression or other mental health challenges.

Amanda (TeksMed Services): Employers should keep in mind they do not NEED to wait for medical to make an offer of suitable/modified work. They can base the offer off common-sense restrictions (Ie: one-handed duties for a left-hand injury). Also, other treatment providers can provide limitations or assist in reviewing modified work (Ie: Physiotherapist). As WCB […]

Amanda (TeksMed Services): This depends on the circumstances, failure to report is not always necessary a bar to claim but can be depending on the situation and circumstances. One would need to review the specifics for a recommended action, but generally one can always ask WCB to investigate or if the factors are strong enough […]

Ale WorkSafeBC: keeps a record of the phone calls throughout a claim. Case Managers often summarize conversations after speaking to a worker or an employer. You can find this under the “Communications” tab via the online claim portal. The call centre may also “log” a message that you leave for the Case Manager, Vocational Rehabilitation […]

Teresa (WorkSafeBC): In response to your question, it seems that you are asking about the DTME and how to communicate to the employer that they cannot terminate an employee who may not meet the DTME because they were recently hired. The DTME applies to employers who regularly employ 20 or more workers and workers who […]

Ale (KSW Lawyers): WorkSafeBC can adjudicate whether the worker is expected to remain in the accommodated role and whether they are entitled to wage loss benefits in these cases. Since the Duty to Maintain Employment poses a positive duty on the employer to find alternate work, exploring alternate accommodation/position may be required if the current […]

Ale (KSW Lawyer): Employers are expected to accommodate a worker to the point of undue hardship, the point at which it is too difficult, unsafe, or expensive to remove barriers so that injured workers can return to work. If creating a new position is financially unfeasible for a business, the employer can establish that doing […]

Workplace bullying and harassment are behaviours that hurt, threaten, or frighten another person and can take many forms. Bullying and harassment can happen in any workplace, even if it’s not always obvious. This toolbox talk will help supervisors and managers begin the discussion with staff around recognizing and identifying workplace bullying and harassment.

An information fact sheet from WorkSafeBC with some basic information and links to legislation regarding bullying and harassment. Contains information for employers and workers.

Workplace Mental Health and Wellness Consulting Health and safety goes beyond the physical. The Manufacturing Safety Alliance of BC offers workplace mental health, wellness, and psychological safety consulting, coaching, and training to support you. While we do not offer individual counselling, we can offer advice and referrals as well as more in-depth consulting and training […]

Please take a few minutes to participate in our workplace mental health survey (approximately 5-7 minutes). Your feedback is important to help us create a workplace mental health strategy that works for ALL manufacturers in British Columbia.

In this interactive workshop, learn and practice effective strategies to recognize and manage stress that may impact you or other employees—including stressful situations that may arise within your safety committee.

In this interactive workshop, learn and practice effective strategies to recognize and manage stress that may impact you or other employees—including stressful situations that may arise within your safety committee.