Climate change concerns are contributing to workplace mental health risks, according to Canada’s first large-scale study of eco-anxiety among employees at small and midsize enterprises (SMEs).

Researchers define eco-anxiety as persistent worry about how extreme weather events will affect the planet and human life. The 2025 study from Université Laval’s research chair in mental health, self-management and work, with support from insurance firm Beneva, analyzed responses from 2,020 employees and managers. The newly released findings show that environmental concern is high at 59.3 out of 100, while consequences on performance remain moderate at 28.7 out of 100.

“Eco-anxiety should not be seen solely as a risk, but as a sign of commitment and awareness among employees and managers,” said Christelle Lim-Severe, sustainability practice leader at Beneva. “Thankfully, the feeling of helplessness is offset by a high level of hope, which acts as a protective shield, providing a valuable opportunity for development. Organizations that embrace and proactively respond to these changes will be able to strengthen their culture, mobilize their teams and accelerate their transition to more sustainable practices.”

The study outlines five recommendations for mitigating eco-anxiety in SMEs.

1. Eco-anxiety can affect concentration, creativity, collaboration and overall well-being. Treat the consequences on performance as early warning signs.

For employers: Check in regularly with staff, use climate events ( e.g. spring
floods, forest fires, record-breaking heatwaves) as opportunities to initiate a conversation, gauge the level of concern and offer support, and consider adjusting workloads during periods of mental overload.

For employees: Keep a wellness log, practise self-care strategies, speak up when stress becomes overwhelming, and access available mental health supports.

2. Turn concerns into a driver for positive action.

Taking action, even on a small scale, helps replace a sense of helplessness with a sense of control.

For employers: Schedule eco-friendly conversations every three months, where teams can choose realistic initiatives; and follow training on how to accept employees’ eco-emotions.

For employees: Transform concerns into practical actions (e.g. avoid excess lighting, reduce paper usage, and use public transportation).

3. Highlight the organization’s environmental efforts.

For SMEs, it is not the scope of the actions that matters, but rather their consistency and visibility.

For employers: Create an internal environmental dashboard (greenboard) to track
collective progress and boost motivation and launch a quarterly team challenge with a measurable impact.

For employees: Suggest low-cost initiatives with tangible benefits and present results (e.g. photos, statistics) at team meetings and on internal platforms (e.g. intranet, newsletter, ‘greenboard’).

4. Cater to generational differences.

Eco-anxiety varies with age. Younger employees seek opportunities to participate and give meaning. Their more experienced colleagues, on the other hand, tend to prioritize legacy and the transfer of knowledge. Recognizing differences helps avoid a one-size-fits-all approach.

For employers: Create mini-projects led by younger employees and set-up intergenerational collaboration on sustainability issues.

For employees: Younger employees can suggest and lead a high-visibility initiative in the short term. Older employers can offer mentoring on
sustainable initiatives.

5. Strengthen self-management and resilience in everyday life.

Knowing one’s limits, structuring one’s schedule and recharging one’s batteries
strengthen emotional stability and performance.

For employers: Offer short training sessions on stress management and mental recovery, tailored to SME employees and make simple resources (e.g. resilience kit) containing exercises, support contacts and resource material available.

For employees: Practice quick self-care rituals every day (e.g. take time to switch off, meditate or go for a walk). Turn an intrusive thought into concrete action, like planning an eco-friendly initiative.

Organizations wishing to delve deeper into the findings and implement concrete actions can consult the comprehensive guide on eco-anxiety in the workplace here.