Back
Controlling the uncontrollable: how employers can navigate a natural disaster
By: Benefits by Design | Tuesday August 4, 2026
Updated : Friday July 31, 2026
Natural disasters and environmental crises have become more commonplace in Canada in recent years. The most prevalent being wildfires. But let’s not forget flooding, heat waves, ice storms, tornadoes, and more. All of which can have lasting physical and mental health implications for those directly and even indirectly affected.
Being forced to evacuate your home and community because of a natural disaster is devastating. Yet there isn’t really anything one can do in that instance. In 2023, 232,000 Canadians were forced to evacuate due to wildfires. Additionally, the smoke from these fires poses a real health threat, with up to 2,500 deaths attributed to long-term exposure of particulate matter between 2013 and 2018.
Rebuilding once the disaster has passed takes a toll for many reasons. Depending on the level of destruction, there are constant reminders of the loss, and communities are torn apart as some people return, while others find new homes elsewhere.
In fact, acute natural disasters have been known to cause post-traumatic stress disorder (PTSD – 23%), depression (28%), anxiety (31%), and psychological stress (32%).
Another study found that six to 12 months after experiencing a flood, 33% of those affected had PTSD, compared to 7.4% for the general population.
Controlling the uncontrollable
Employers cannot prevent a natural disaster, but they can create structural policies that shield employees from the resulting mental health fallout. When an uncontrollable event shatters an employee’s sense of safety, company policies should shift from business as usual, to active stress reduction and psychological support.
Flexible leave and core hours
During a crisis, work will inevitably be disrupted and may not even be possible for a time. To help mitigate financial concerns, create a policy for immediate, non-vacation paid leave during natural disasters. This way, employees aren’t worried about losing pay while they run from a fire, for example.
Allow employees to have more flexibility in their working hours so they can care for family or handle emergencies. Make sure you set clear guidelines as to how long afterwards this will continue, based on how affected employees are by the disaster.
Compassionate communication and psychological safety
Ensure employees know that you’re aware of their situation and care about their health and safety. Even if they don’t experience loss as a result of the natural disaster, acknowledge the fact that it’s okay to be distracted by the extreme disruption to the regular flow of life.
An executive email that explicitly states this can dissipate anxiety surrounding work and the post-disaster aftermath. Include reminders of where employees can go for specific support.
Relieve some pressure by reducing workloads. Give managers the authority to deprioritize non-essential work projects to allow space for mental health recovery after a crisis. Provide training for managers so they can spot signs of and provide proper support for PTSD and other mental health issues that are present after a natural disaster.
Lastly, give employees relief on performance reviews. Lowering expectations for specific targets allows employees to continue contributing on a lower scale but still feel like they are valuable to the team.
Health care and financial benefits
As mentioned above, there are already built-in supports for employees within the benefits program:
- Paramedical psychology coverage under the health care benefit
- Limited free counselling services under the Employee Assistance Program (EAP)
- Mental health assessment tools and self-guided learning resources under the EAP
- Cognitive behavioural therapy through virtual care or the health care benefit
Aside from the usual benefits which can assist in case of a natural disaster, there are also additional enhancements which can be initiated to support employees:
- Crisis support at the group level through the EAP or other options
- Emergency relocation and financial aid—give employees access to micro-grants, or provide relocation assistance for employees directly displaced.
- Adherance to the “right to disconnect” policies after hours to prevent employees from working through panic and anxiety.
A natural disaster can be a harrowing experience, and one which many Canadians face each year. We know that this comes with elevated risk of poor mental health and acknowledging this is the first step to helping build resilience in those who have been affected.
