To reduce psychological harm and support mental health among first responders and other public safety workers, efforts must address actual conditions of work.
 
This is a key finding of a recent study led by Queen’s University researchers aimed at understanding the mental wellness and organizational experiences of public safety personnel (PSP) in Ontario. These workers include border services officers, communicators, correctional workers, firefighters, paramedics, and police officers.

As explained by Megan Edgelow, lead author of this study, and associate professor, Health Sciences, Queens University, “Growing evidence shows that the psycho-social hazards of public safety work are not being prevented and managed. The result is a workforce absorbing harm that better workplace design could reduce or prevent.”
 
This harm includes a range of mental health injuries such as distress, anxiety, burnout, post-traumatic stress disorder and depression to name a few. Also noted in this research report are the significant financial repercussions related to absenteeism, presenteeism, workers compensation and disability claims.

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The hazards

Beyond exposure to potentially traumatizing events, the 644 PSP who participated in this mixed method study, including an online survey and follow-up virtual semi-structured interviews, identified a range of organizational factors and other psychosocial hazards negatively impacting their mental health. Examples include excessive workloads, bullying and harassment, inadequate resources to do the work, aging and/or inadequate infrastructure, poor leadership support and communication, role conflict and ambiguity, chronic understaffing, and toxic organizational culture.

The shortcomings of mental health support programs

While this study did find some positive PSP reactions to mental health supports offered by employers, many participants raised significant concerns. Also highlighted, is that PSP are not a homogenous group and wellness support programs must address the unique realities of each.
 
Consider peer support programs which were widely reported as available to all PSP. Participants revealed substantial variability in trust, perceived credibility, and willingness to engage. A specific example was concern with management involvement and confidentiality. This was particularly the case for police and correctional workers who feared employment-related consequences.  
 
There were also concerns raised with “reactive mental health supports” such as employee assistance programs (EAPs) and critical incident stress debriefing (CISD).  Participants identified issues with service quality, follow-up, and trust. Issues of confidentiality and stigma were also raised particularly when supports were accessed through internal work systems.
 
In terms of mental health training, participants offered mixed perceptions of relevance and usefulness. Many who expressed an interest in training wanted in-person group training, but only had access to online, asynchronous modules that were reported to be less engaging. And, as pointed out by Professor Edgelow, “Many felt that educational resources and training efforts were simply “tick box” exercises.”

Also referenced in this research report were prior studies uncovering similar concerns with many workplace mental health support initiatives. This includes a 2021 scoping review finding, “Many interventions, especially online modules, were perceived as generic, poorly tailored to PSP realities, and devoid of sustained engagement. The result, according to participants, was minimal impact on resilience or workplace safety.”

The pursuit of mentally healthier work

“Employers have so far focused mainly on the personal aspects of mental health through support programs like EAPs, peer support, and resilience training,” explains Professor Edgelow. “While well intentioned, these programs often have low uptake from employees and fail to address the workplace stressors that are contributing to psychological injury in the first place. An orientation toward organizational factors is likely a more effective and evidence-informed approach.”
 
Clear roles and work processes, sufficient job control, supportive supervisors, and robust conflict resolution procedures, are just a few of the organizational factors mentioned in this research report that may help to support mental health across public safety sectors.  
 
In a related article published on July 20, 2026, in The Conversation journal, Professor Edgelow offers a few more such as anti-stigma initiatives, adequate staffing, clear and enforced harassment and workplace violence policies, implementation of leadership/supervisor training, and access to confidential community-based mental health supports.

WHSC training can help?

Mental health programs offered by the Workers Health & Safety Centre (WHSC) explore the many psychosocial hazards negatively impacting the mental health of all workers including PSP. These same programs investigate the many workplace solutions aimed at eliminating harmful exposures, along with the pros and cons of mental health support programs. 

Register today to ensure your public safety personnel (PSP) get the mental health training they deserve.

Additional training for joint health and safety committee (JHSC) members, worker health and safety representatives (HSR) and supervisors will help prepare them to act on their legal rights and obligations in pursuit of work that is mentally safe for all workers.
 
And unlike training inadequacies uncovered in this study, WHSC training, delivered by well-qualified and certified instructors, ensures learning is engaging and meaningful.

Register today to ensure your JHSC members, worker HSR and supervisors get the training they need to help pursue prevention.

Have questions about mental health, supervisor, or JHSC certification training? Contact a WHSC training services representative in your area.

Need training in French. Register online or please contact WHSC training services representative, Christopher Gervais at cgervais@whsc.on.ca or 613-407-2187.

Related resources
Ontario public safety personnel experiences of workplace mental wellness supports | PLOS Mental Health
Mental health programs alone won’t fix psychological injury among public safety workers
Workplace mental health: New research suggests wellness programs do little to benefit workers

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