Johannesburg, 10 March 2026 – Canon South Africa is the first organisation within the Canon Middle East and Africa region to introduce a formal structure for applying for dedicated mental health leave days as part of a broader employee wellbeing framework. This marks a deliberate shift from viewing mental health support as an informal benefit to embedding it within the company’s core people strategy.
Employees may take up to five consecutive mental health leave days within a 12-month period. This allowance provides uninterrupted time to stabilise, recover or seek professional support when needed. The policy is designed as a meaningful support mechanism that acknowledges the complex social, economic and psychological pressures many employees navigate within the African context, rather than a simple administrative addition to annual leave.
Nerisha Kistan, HR Director at Canon South Africa, says the new policy represents a deliberate evolution in how the organisation approaches people leadership. “Many of our employees navigate complex socio-economic pressures, family responsibilities and environments that are not always conducive to wellbeing. Mental health cannot be separated from performance. If we want resilient teams and sustainable growth, we must create an environment that allows employees to prioritise their psychological wellbeing.”
This initiative forms one part of a broader, integrated support system. Canon South Africa is implementing Mental Health Champions across teams, trained in a manner similar to health and safety representatives, with a specific focus on mental wellbeing. These champions serve as approachable, trained points of support within the organisation.
In addition, people leaders are being upskilled to better identify, understand and respond appropriately to both personal and professional mental health challenges employees may have. The company is also actively exploring partnerships with professional mental health providers and evaluating ways to subsidise consultations in future to improve access to care.
“This is about building a practical support ecosystem,” adds Kistan. “Policy alone is not enough. We are strengthening leadership capability, peer support structures and access to professional care to ensure that employees are not left to manage mental strain in isolation.”
The introduction of Mental Health Leave Days is complemented by the implementation of 12 days of Feminine Health Leave, reinforcing Canon South Africa’s commitment to holistic wellness. By formalising leave that is linked to menstrual health, menopause and reproductive wellbeing, Canon South Africa is normalising conversations that have historically been marginalised in professional environments.
Together, these initiatives signal a progressive approach that recognises both the psychological and physical health realities employees experience.
As corporate South Africa continues to evolve, Canon South Africa joins a growing movement of organisations placing employee health at the centre of business strategy. By integrating mental health into formal policy, it sets a benchmark within its regional network and improves working conditions in a meaningful and sustainable way.
To learn more about Canon, visit www.canon.co.za
