Burnout is not a character flaw. It is a measurable signal.
NervePoint is a Canadian psychosocial risk measurement platform — built first for the workforces that carry the most: healthcare, education, and the public sector — and built to serve any employer with a duty to manage psychosocial risk under CSA Z1003-13 and ISO 45003. It detects workforce distress before it becomes a vacancy, a claim, or a crisis. Grounded in Alberta's occupational health and human rights framework, and designed to adapt to any jurisdiction.
NervePoint is not a wellness app. It is an occupational health risk intelligence tool.
The data has been telling us this was coming for years.
$110B
Borne by Canadian employers each year — the single largest payer
CSA Public Policy Centre, The Economic Cost of Mental Health in Canada (2026). Roughly 86% of that spend is reactive — after the harm has occurred.
9 in 10
Canadian nurses reporting burnout symptoms
Canadian Federation of Nurses Unions (CFNU) Member Survey, 2024 (n=5,595). 71% meet clinical thresholds; 72% intend to leave their role.
78.7%
Canadian public health workers screening for burnout
Singh et al., BMC Public Health (2024), 24:48, n=2,079. Measured with the Oldenburg Burnout Inventory.
76.9%
Canadian teachers reporting emotional exhaustion
Agyapong et al., Frontiers in Public Health (2024). Emotional exhaustion is the core dimension of occupational burnout.
~50%
RCMP officers screening positive for at least one mental disorder
Carleton et al. (2018), University of Regina. 44.5% of public-safety personnel overall screened positive for one or more disorders.
13.4
Average sick days per year, public-sector workers
Statistics Canada, Table 14-10-0190-01 (2023) — vs. 7.5 days in the private sector. The widest gap in nearly four decades.
$1.62–$2.18
Returned per $1 invested in workplace mental health
Deloitte Canada (2019). $1.62 for programs in place one year, rising to $2.18 at three or more years.
Why It Matters Beyond the Workplace
The cost isn't only the workforce. It reaches everyone the workforce serves.
Psychosocial risk in caring professions is not a private, individual failing — it is a systems problem with public consequences. When the people who care for us are depleted, the effects ripple outward: to patients, students, and communities; to the sustainability of the workforce itself; and to the public dollars that fund it. Measuring that risk early, and honestly, is a return on every one of those fronts.
Patient & Client Outcomes
Depleted carers, less safe care
A meta-analysis of 82 studies and 210,669 healthcare providers found that higher burnout is consistently associated with lower quality of care and lower patient safety (Salyers et al., Journal of General Internal Medicine, 2017). Protecting the workforce is a patient-safety strategy — not a perk.
Community Safety & Wellbeing
The people who hold the safety net
Roughly half of RCMP officers — and 44.5% of public-safety personnel overall — screen positive for at least one mental disorder (Carleton et al., 2018). First responders, educators, and social workers carry community safety and wellbeing on their shoulders; their psychological health is public infrastructure.
Workforce Sustainability
Retention is cheaper than replacement
Nine in ten Canadian nurses report burnout symptoms and 72% intend to leave (CFNU, 2024); public-sector workers already lose 13.4 sick days a year versus 7.5 in the private sector (Statistics Canada, 2023). Early, honest measurement is how organizations act before attrition, absenteeism, and presenteeism compound.
Public Dollars
Where taxpayer money already goes
Canadian employers — largely public, taxpayer-funded systems — bear about $110B in mental-health-related costs each year, roughly 86% spent reactively after harm (CSA Public Policy Centre, 2026). Mature workplace mental-health programs return $1.62–$2.18 for every $1 invested (Deloitte Canada, 2019). Proactive measurement moves spending from reaction to prevention.
For Employers of Every Kind
Not only caring professions. Every workforce carries psychosocial risk.
NervePoint is built first for the workforces that carry the most — but the duty to manage psychosocial hazards, and the cost of ignoring them, belongs to every employer. Under CSA Z1003-13 and ISO 45003, the obligation is universal. So is the evidence.
The Global Number
$1 trillion a year
Depression and anxiety cost the global economy roughly US$1 trillion annually in lost productivity — and every $1 invested in treatment returns about $4 in health and productivity (WHO-led study, The Lancet Psychiatry, 2016; reaffirmed by WHO, 2025). Across every sector, prevention pays.
The Hidden Cost Curve
~30% of claims, ~70% of cost
Mental-health conditions make up roughly 30% of short- and long-term disability claims in Canada but account for about 70% of workplace disability costs (Mental Health Commission of Canada; CAMH). The costliest workforce risk is the one most employers still cannot see coming.
Where It Hits Hardest
Retail. Hospitality. Food service.
Depression costs the Canadian economy at least $32.3B a year and anxiety another $17.3B — with prevalence highest in accommodation, food services, and retail, where work is precarious and turnover is high (Conference Board of Canada). Private-sector, frontline, and shift workforces are among the most exposed.
The Human Scale
1 in 5 · 500,000 a week
One in five people in Canada experiences a mental-health problem or illness in any given year, and roughly 500,000 Canadians miss work every week because of mental illness (Mental Health Commission of Canada). No workplace — public or private — is immune.
Latest Research
Evidence you can take to your board.
Open-access sector white papers on psychosocial risk in Canada's essential workforces — every figure traced to a named primary source: peer-reviewed research, Statistics Canada, statute, or reported case law.
Healthcare · New
The workforce that holds the system is breaking — measurably.
Nine in ten Canadian nurses report burnout symptoms and 71% meet the clinical threshold. This paper maps the three distinct occupational injuries eroding healthcare workforces, the $110B national cost, the legal duty employers now carry — and what continuous, validated, privacy-architected measurement changes.
The science is 40 years old. The platform that uses it is new.
Burnout, compassion fatigue, and moral distress are not personality failures. They are predictable, measurable occupational hazards — the occupational equivalent of cumulative trauma. The research has been clear for forty years.
Most workforce wellness programs measure engagement after the damage is done — not psychosocial risk as it accumulates.
Standard HR metrics (absenteeism, turnover, EAP utilization) are lagging indicators — the crisis has already occurred by the time they register.
Existing platforms do not address burnout, compassion fatigue, and moral distress as distinct, co-occurring clinical constructs.
Most tools do not connect individual worker data to organizational legislative obligations — leaving employers exposed under the Alberta OHS Act and CSA Z1003-13.
Privacy architecture in most platforms is policy-based, not technically enforced — destroying the psychological safety that produces honest data.
"The problem is not that organizations don't care about their people. The problem is that they have been measuring the wrong things, too late, with tools that were never designed for this. NervePoint was built to change that."
— Sarah Scahill, MHS BN RN CDMP CPHR Candidate CCHNC-C Founder & CEO, NervePoint Health Technologies Inc.
Positioning
Built for a different standard of rigour.
NervePoint was designed in response to the clinical and organizational gap that wellness programs, EAPs, and engagement surveys cannot fill.
NervePoint is NOT
A wellness app or engagement survey
An EAP or mental health benefit
A therapy platform or clinical service
A pulse survey or check-in tool
A performance management system
A replacement for clinical care
NervePoint IS
A psychosocial risk measurement platform
An occupational health risk intelligence tool
Mapped to CSA Z1003-13 and the AB OHS Act
Built on validated clinical instruments
A continuous monitoring system — not a one-time snapshot
A governance and due diligence data infrastructure
The Platform
Three integrated tools. One measurement ecosystem.
NervePoint operates as three interconnected platforms serving individuals, teams, and organizational leadership — with a technically enforced privacy architecture protecting every layer.
Specialist depth, universal core. The organizational and burnout measures apply to any workforce carrying psychosocial risk — healthcare to heavy industry, classrooms to corporate. The caring-profession measures (secondary traumatic stress, moral injury) add depth where generic tools have none. You get a tool built for the hardest workforces — that fits any employer with a psychosocial-risk obligation.
B2C · Individual
NervePoint Individual
For healthcare professionals, educators, social workers, and public sector workers who want to understand their own psychosocial risk profile — privately, on their own terms. Validated clinical instruments. Actionable, evidence-based resources. No employer access. Ever.
For: Registered nurses · Educators · Social workers · First responders · Anyone in a high-demand caring role
B2B · Employee-Facing
NervePoint Working
The organizational deployment of NervePoint — providing employees with the same validated, privacy-protected individual experience while generating the anonymized aggregate data organizations need to fulfil their psychosocial risk management obligations.
For: Organizations with healthcare, education, public sector, or community service workforces
B2B · Executive Intelligence
Employer Intelligence Suite
Board-ready organizational risk intelligence. CSA Z1003-13 factor mapping. Department-level risk stratification. Financial risk quantification. Legal and regulatory exposure analysis. Strategy alignment with provincial and sector-specific mandates. The data governance layer for organizational due diligence.
A measurement core for everyone. Depth where the work is hardest.
Every workforce is measured on the same validated core — the organizational conditions and the universal markers of strain that apply from a hospital ward to a warehouse floor. On top of that core, NervePoint layers modules tuned to the distinct pressures of specific industries. One platform; the depth scales to the industry.
Universal Core
Every employer
Validated measurement of the psychosocial work environment and the universal markers of workforce strain — burnout, resilience, meaning, and psychological safety climate. Mapped to CSA Z1003-13 and ISO 45003. This is the layer every organization deploys, in any sector.
For: Corporate · retail · hospitality · manufacturing · logistics · trades · government · any workforce carrying psychosocial risk
Tailored Modules
By industry
Industry-specific depth where generic tools go silent — the measures built for the distinct pathways of caring and high-exposure work, including secondary traumatic stress and moral injury. Deployed for the industries where those constructs are real, validated, and consequential.
For: Healthcare · education · public safety · social services · human services · frontline caring roles
The Convergence Layer
Read together
Core and tailored measures are read as one signal. A single elevated score is noise; convergence across the organizational and individual layers is what turns measurement into intelligence — surfaced as evidence-informed patterns mapped to categories of action, never a diagnosis.
Honest data requires structural protection — not just promises.
NervePoint's most important design decision is also its most counterintuitive: the only way to generate organizationally useful data is to make individual data technically inaccessible to employers. Not policy-stated inaccessible. Architecturally inaccessible — enforced at the cloud infrastructure level, where employer-facing systems and individual data are separated by design, not permission settings.
Technically Enforced Minimum-N Anonymization
Organizational reports are only generated when a defined minimum cohort threshold is met — enforced at the database query level, not the application layer. No exceptions.
Individual Data Inaccessible to Employers
Employer users cannot access individual scores, responses, or identifiers at any permission level. Individual and organizational data are separated at the cloud infrastructure level — not by a setting that can be changed, but by the architecture of the system itself.
Informed Consent and Voluntary Participation
Platform participation is voluntary. Consent is documented, specific, and revocable. Data handling complies with PIPEDA, POPA, ATIA, and Alberta Health Information Act obligations.
Why This Matters Organizationally
Workers who trust that their data cannot be used against them answer honestly. Honest data produces accurate risk signals. Accurate risk signals enable real intervention. The privacy architecture is not a privacy feature — it is the scientific foundation of the platform.
"The trust proposition that makes NervePoint's organizational intelligence meaningful is the same one that protects every individual worker who uses it. We did not build privacy in. We built the platform on top of it."
Sarah Scahill · Founder & CEO
Legislative & Standards Context
Built on Alberta's legislative framework. Adaptable to any jurisdiction.
NervePoint was designed from the regulatory obligation inward — rooted in Alberta's occupational health and human rights framework, and structured to map to equivalent legislation across Canadian provinces and internationally.
CSA Z1003-13 / Z1003-23
National Standard for Psychological Health and Safety in the Workplace
The Canadian Occupational Health and Safety standard governing psychological health and safety management systems. Requires documented Plan–Do–Check–Act infrastructure. NervePoint is the measurement layer this standard requires.
MHCC Healthcare Extension
15-Factor Healthcare Framework
HealthCareCAN and the Mental Health Commission of Canada identified two healthcare-specific factors — including Protection from Moral Distress — that standard CSA Z1003 did not adequately address. NervePoint aligns to all 15 factors.
Alberta OHS Act (SA 2020, c O-2.2)
Psychosocial Hazard Obligations
Section 3(1) of the Alberta Occupational Health and Safety Act requires employers to ensure, as far as is reasonably practicable, the health, safety, and welfare of workers. Psychosocial hazards are included. Documented risk signals not acted upon can contribute to a due diligence failure.
Alberta Human Rights Act
Mental Health as Protected Ground
Mental health conditions including burnout-triggered disabilities are protected under Alberta human rights legislation. Failure to identify and respond to documented psychosocial hazards creates human rights liability for employers.
Founder
Sarah Scahill
MHS · BN · RN · CDMP · CPHR Candidate · CCHNC-C
Master of Health Studies — Health Research & Leadership
Registered Nurse — 15+ years frontline and leadership
Certified Disability Management Professional
Certified Professional in Human Resources (Candidate)
Certified Holistic Nurse Coach
Councillor, College of Registered Nurses of Alberta
Founder & CEO, NervePoint Health Technologies Inc.
Founder, ExecRN Integrative Health Solutions
NervePoint was built by someone who has lived the gap it is trying to close. Sarah Scahill has spent fifteen years as a frontline nurse, a senior HR leader in unionized public-sector environments, a disability manager, a holistic nurse coach, and a provincial regulatory governor — simultaneously navigating the clinical realities of burnout, the legal architecture of occupational health, and the organizational pressure to perform without adequate measurement infrastructure. Her graduate research focused specifically on burnout, compassion fatigue, and moral distress in caring professions — the three constructs NervePoint was built to measure.
NervePoint is the answer to a question Sarah has asked across every role she has held: if the research has known this was preventable for forty years, why do organizations still have no way to see it coming?
The answer, she concluded, was not a lack of evidence. It was a failure to build the bridge between validated clinical science and organizational decision-making — with the privacy architecture that makes honest data possible.
Research · Funding · Partnership
We are building something that has not existed before. We are looking for partners who understand why.
NervePoint is actively engaged in research, grant development, and partnership conversations. If you are a funder, researcher, health system leader, regulator, or organizational partner, we would like to hear from you.
Research Collaboration
We are building a validated, peer-reviewed evidence base. We welcome conversation with academic partners, clinical researchers, and institutional review bodies.
Funding & Innovation Partners
NervePoint is actively seeking innovation funding partnerships aligned with Canadian health system sustainability, workforce strategy, and occupational health mandates.
Pilot Organizations
We are identifying healthcare, education, and public sector organizations for early deployment partnerships. Pilot participants shape the platform's real-world validation.
Policy & Regulatory Alignment
NervePoint's regulatory mapping and legislative architecture invites collaboration with policy bodies, health authorities, and occupational health standards organizations.
Request a Briefing
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NervePoint Health Technologies Inc. · Alberta, Canada · nervepoint.ca
