Early July brings the heat—but not always the rest. For many workers in Canada, midweek holidays throw off routines and leave little room to unwind with a proper long weekend.
Some companies are trying to fix that.
At Clarity, a small artificial intelligence firm supporting therapists, founder Moody Abdul decided to build the kind of workplace he once wished for as an employee.
Abdul reflected on his past frustrations at work: “There were a lot of things my coworkers and I didn’t like. Now that I have the chance to lead, I avoid repeating those mistakes. I aim to create the workplace I once wanted.”
Encouraging time off, allowing flexibility, and building a workplace rooted in balance—these are more than just ideas for him. Though his team is small, with only five staff members, the impact is already being felt.
“You don’t just give somebody an extra day off and expect results by Monday,” he said. “It’s about consistency. How you take care of people every day, that’s what makes the difference.”
The shift in mindset isn’t isolated.
A March poll by business consultancy Robert Half found that nearly half of Canadian professionals reported feeling burned out. More than 30 percent said they were more exhausted in 2025 than the year before.
Mental health is quickly becoming one of the leading drivers of disability claims, according to multiple insurance firms. Experts say employers cannot afford to ignore it.
“From a burnout perspective, it’s imperative that people get time off,” one HR consultant explained. “It’s not a luxury anymore. It’s a necessity.”
The pandemic was a turning point in how we view work. Remote offices blurred boundaries, but they also made one thing clear: productivity isn’t about time spent at a desk. And today’s workforce is less willing than ever to accept inflexible systems or a lack of support.
Some traditional employers are resistant. But experts believe they may have to change.
“If it becomes more entrenched, we’ll see a shift,” the consultant added. “Even the more old-school companies will have to think a little differently. They’ll need to see their staff as people, not just output.”
Still, not every business can afford broad changes. Some can’t offer extra leave or expanded health coverage.
But even small steps, like allowing a longer weekend, can make a difference.
For Abdul and his team at Clarity, that’s been enough to retain staff and build trust.
“We don’t just talk about balance,” he said. “We try to live it.”
Whether these changes become permanent across Canadian workplaces is still uncertain. But one thing seems clear.
More employees are speaking up. And more companies are beginning to listen.
