<p>Mental disorders are common in the population. In Canada, 1 in 5 persons are diagnosed with a mental disorder yearly, and these chronic disorders are primary reasons for absenteeism and presenteeism in the workplace. It is in the financial interest of employers to encourage individuals to seek treatment and recovery. However, individuals will often avoid treatment for fear of “being exposed” and the resultant repercussions of stigma from employers and colleagues. This review examines stigma and anti-stigma interventions in the workplace. The authors performed a basic literature search on stigma and anti-stigma interventions in the workplace and focused on recent systematic reviews. We found that workplace anti-stigma interventions result in some beneficial outcomes, specifically regarding learning outcomes. However, stigma is a complex concept that is context-specific and has multiple layers consisting of beliefs (stereotypes), emotions (prejudices), and behaviors (discrimination). Stigma has multiple layers and tackling it in the workplace may require a culture shift rather than individual destigmatizing interventions. Recovery-friendly workplaces recognize the prevalence of mental disorders. They demonstrate a culture shift where individuals in recovery from mental disorders are recognized for their resiliency and lived experience.</p>