La prévention du suicide est une responsabilité partagée, et le milieu de travail peut jouer un rôle important pour aider les personnes à se sentir reconnues, soutenues et orientées vers les soins dont elles ont besoin. Pour les employeurs, les gestionnaires et les équipes, l’objectif n’est pas de transformer les collègues en conseillers, mais d’instaurer une culture où chacun sait repérer les changements, engager des conversations bienveillantes et orienter rapidement une personne vers l’aide appropriée. Lorsque les organisations intègrent la santé mentale et la prévention du suicide à la sécurité et au bien-être quotidiens en milieu de travail, elles réduisent la stigmatisation et permettent aux employés de demander plus facilement du soutien avant qu’une crise ne s’aggrave. Parmi les signes avant-coureurs, on peut observer un changement notable de comportement, un repli sur soi ou un désengagement croissant, des échéances non respectées, une irritabilité marquée, des propos exprimant un sentiment d’impuissance ou de désespoir, une augmentation du stress ou de l’anxiété, une fatigue chronique, ou encore des remarques suggérant qu’une personne songe à l’automutilation ou au suicide. Si vous vous inquiétez pour une personne, abordez-la avec délicatesse, écoutez-la sans la juger et demandez-lui directement si elle pense au suicide. Poser la question n’augmente pas le risque; cela peut ouvrir la voie à une conversation sincère et aider la personne à obtenir du soutien, par exemple un programme d’aide aux employés (PAE), des prestations de soins de santé, un professionnel de la santé mentale ou des ressources communautaires en cas de crise. Les gestionnaires et les collègues n’ont pas besoin d’avoir toutes les réponses, mais ils peuvent remarquer les signes, poser des questions, écouter et aider une personne à obtenir du soutien professionnel. Pour les organisations, la prévention consiste également à être proactives : faire connaître régulièrement les mesures de soutien offertes, former les dirigeants et les équipes à reconnaître les risques, créer des espaces psychologiquement sécuritaires propices au dialogue et faire preuve de bienveillance après une crise, une tentative de suicide ou un décès par suicide. Les fournisseurs de PAE peuvent accompagner les organisations après une tentative de suicide ou un décès par suicide au moyen d’interventions en cas d’incident critique, de soutien en cas de deuil, de services de consultation et de ressources qui aident les dirigeants à prendre soin des équipes touchées. Si une personne est en danger immédiat ou a déjà posé des gestes en vue de se suicider, composez le 911. Pour les employés et les membres de leur famille qui sont admissibles aux services du PAE, un soutien confidentiel est offert 24 heures sur 24, 7 jours sur 7, par l’intermédiaire du PAE. Au Canada, les personnes qui n’ont pas accès à un PAE ou qui ont besoin d’un soutien communautaire en cas de crise peuvent composer le 9-8-8 ou envoyer un texto à ce numéro pour obtenir de l’aide 24 heures sur 24, 7 jours sur 7. Téléchargez la boîte à outils : nous encourageons les employeurs, les gestionnaires et les équipes de travail à utiliser le guide de prévention du suicide ci-joint comme ressource pratique pour reconnaître les signes avant-coureurs, tenir des conversations bienveillantes et renforcer les mesures de soutien en santé mentale en milieu de travail.

Ce contenu est disponible uniquement en anglais. During the COVID-19 pandemic, resilience emerged as the buzzword for businesses globally, signifying their ability to adapt and endure unprecedented challenges. Companies shifted their focus from mere survival to building robust strategies, embracing flexibility, and fostering innovation, recognizing that employee well-being and resilience were crucial for navigating the uncertainties brought about by the pandemic and ensuring long-term sustainability.    One in four Canadian adults reports moderate to severe symptoms of depression, anxiety, and post-traumatic stress--a statistic that has remained unchanged since 2021 [ Statistics Canada, 2023 ] . Furthermore, studies show that as many as one in four people globally experience low resilience due to the COVID-19 pandemic [ Janitra, et al. , Llistosella, et al . , Mei Chen Yap, et al.] .   Over the past four years, employer spending on mental health benefits in Canada has significantly increased, primarily driven by the COVID-19 pandemic. This increase in spending has been accompanied by a notable rise in the utilization of mental health services. For instance, the RAND Corporation found that North America's spending on mental health services rose by over 50% from the pandemic's start through mid-2022 [ Rand, 2023 ].   Yet, despite these companies' shifts and increased spending, Canadian workers report being more stressed and burned out than a year ago. Hybrid workers report the highest levels of stress and a higher likelihood of  quiet quitting  or becoming disengaged [ Half, 2023] . Additionally, 75% of surveyed workers report feeling excluded at work, with 77% of LGBTQ+ workers feeling uncomfortable sharing dimensions of their identity at work [ Young, 2023 ].  With employers' increased investment in mental health benefits, why isn't employee mental health and engagement improving? According to a 2022 survey by the global recruitment firm Robert Walters , 60% of Canadian employees report higher workplace stress than the previous year. The survey revealed that a substantial proportion of employees reported issues like blurred work-life boundaries, high workloads, lack of employer support, and job instability contribute to workplace stress. These findings suggest that while employer spending on mental health benefits has increased, the ongoing challenges related to workplace culture and job demands must be addressed to significantly improve employee well-being. According to the 2022 Mind the Workplace Report by Mental Health America , stress and distraction levels across workplaces remain significant. The report underscores that managerial support and a positive workplace culture are crucial to improving employee mental health outcomes. [Mental Health America, 2023]   "In 2022, 81% of workers report that workplace stress affects their mental health, compared to 78% of respondents in 2021. Seventy-three percent of workers report that workplace stress affects relationships with family, friends, or co-workers" [ MHA, 2023 ].   Workplace culture is the shared values, beliefs, attitudes, and behaviours that shape the environment within an organization: leadership practices, employee behaviour, and organizational policies impact workers' mental health and engagement. A study by Marenus, Marzec, and Chen examined the correlation between workplace culture of health and employee engagement, stress, and depression. The study found that higher levels of engagement were associated with leadership practices, policies, programs, manager support, peer support, values, morale, and a positive workplace culture. Furthermore, lower levels of stress and depression were linked to these same workplace culture factors [ Marenus, 2022 ].   "A positive organizational culture equips the workforce with the psychological, emotional, and cognitive tools needed to navigate adversity and emerge stronger from challenges. It creates an environment where resilience is not just an individual trait but a collective strength that propels the organization forward in the face of uncertainty and disruption" [ Radu, 2023 ].   The data underscores a crucial point:   while there has been a commendable increase in employer spending on mental health benefits, the impact on employee mental health hinges on broader organizational changes. These changes should aim to foster a healthier, positive workplace culture by enhancing managerial support, promoting open communication about mental health, and creating a more supportive work environment. This comprehensive approach is key to reducing stress and improving mental health outcomes and organizational resilience.  ****  About Us We are FSEAP, Canada's premier not-for-profit national provider dedicated to empowering organizations to cultivate resilient workplace cultures. Our misson is to ensure your people and businesses thrive through a continuum of employee and workplace health solutions.    At FSEAP, we recognize the crucial role of workplace culture in fostering employee well-being, engagement, and productivity. We recognize that healthy, happy, and engaged employees contribute to a workplace that is productive, innovative, and resilient in the face of challenges.    FSEAP Resilient is our comprehensive, integrated approach to building a resilient workforce from top to bottom. Our suite of employee and workplace health programs and services is designed to support your organization at every step--they help employers across Canada build healthy, resilient workplace cultures.  Employee and Family Assistance —self-help resources and professional services to help employees build and maintain their well-being and resilience. Mental Health —longer-term employee mental health care and support services beyond EFAP to facilitate recovery. Workplace Solutions —specialized resources, training, support, and intervention to assist people leaders, managers, and HR specialists in addressing challenging employee performance, team, or work-site situations and building a healthy, resilient workplace culture. Our scalable and evidence-informed solutions are tailored to meet your organization's unique needs. From developing individual skills to providing critical mental health and well-being support to enhancing workplace factors for well-being and resilience, FSEAP Resilient services empower organizations to cultivate resilient workplace cultures that thrive in any situation.    Bibliography Canada, S. (2023, 12 12). Survey on COVID-19 and Mental Health, February to May 2023 . Retrieved from Statistics Canada: https://www150.statcan.gc.ca/n1/daily-quotidien/231212/dq231212c-eng.htm   Half, R. (2023, May 31). Nearly 4 in 10 Professionals Report Rising Burnout . Retrieved from Robert Half.ca : https://press.roberthalf.ca/2023-05-31-Nearly-4-in-10-Professionals-Report-Rising-Burnout   Janitra FE, Jen HJ, Chu H, Chen R, Pien LC, Liu D, Lai YJ, Banda KJ, Lee TY, Lin HC, Chang CY, Chou KR. (2023). Global prevalence of low resilience among the general population and health professionals during the COVID-19 pandemic: A meta-analysis. J Affect Disord. 2023 Jul 1;332:29-46. doi: 10.1016/j.jad.2023.03.077. Epub 2023 Mar 31. PMID: 37004902; PMCID: PMC10063525. Llistosella M, Castellvi P, Miranda-Mendizabal A, Recoder S, Calbo E, Casajuana-Closas M, Leiva D, Manolov R, Matilla-Santander N, Forero CG. (2022). Low Resilience Was a Risk Factor of Mental Health Problems during the COVID-19 Pandemic but Not in Individuals Exposed to COVID-19: A Cohort Study in Spanish Adult General Population. Int J Environ Res Public Health. 2022 Nov 21;19(22):15398. doi: 10.3390/ijerph192215398. PMID: 36430116; PMCID: PMC9690878. Marenus MW, Marzec M, Chen W. Association of Workplace Culture of Health and Employee Emotional Wellbeing. (2022). Int J Environ Res Public Health. 2022 Sep 28;19(19):12318. doi: 10.3390/ijerph191912318. PMID: 36231620; PMCID: PMC9564377. Yap MC, Wu F, Huang X, Tang L, Su K, Tong X, Kwok SC, Wu C, Wang S, He Z, Yan LL. (2023). Association between individual resilience and depression or anxiety among general adult population during COVID-19: a systematic review. J Public Health (Oxf). 2023 Nov 29;45(4):e639-e655. doi: 10.1093/pubmed/fdad144. PMID: 37580860. Mental Health America. (2023). 2023 Workplace Wellness Research--Mind the Workplace Survey. https://www.mhanational.org/2023-workplace-wellness-research Radu, C. 2023. Fostering a Positive Workplace Culture: Impacts on Performance and Agility. Human Resource Management – An Update. InTech Open. Rand, 2023. Spending on Mental Health Services Has Risen by More Than Half Since Beginning of Pandemic. https://www.rand.org/news/press/2023/08/25/index1.html   Rasool, S. F. (2021). How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing— International Journal of Environmental Research and Public Health . Young, E. &. (2023, September 6). Ernst & Young--building a better working world . Retrieved from Ernst & Young website August 2023: https://www.ey.com/en_gl/news/2023/09/ey-survey-finds-global-workers-feel-sense-of-belonging-at-their-workplaces-yet-most-are-uncomfortable-sharing-all-aspects-of-their-identities.

Ce contenu est disponible uniquement en anglais. For too long, menopause has been something women manage quietly — often while holding everything else together. But silence comes at a cost. One in ten women in Canada leave their jobs because of unmanaged menopause symptoms, costing the economy an estimated $3.5 billion each year ( Menopause Foundation of Canada, 2023 ). A note on inclusivity: Most workplace data focuses on women, but menopause is not exclusive to them. Anyone with ovaries — including some transgender men and non-binary people — may experience menopause. This article primarily references women to reflect the research, while emphasizing that inclusive workplaces must support all employees navigating this transition. Midlife Women Are the Backbone of Our Workforce One in four Canadian workers are women over 40, and the fastest-growing group are those aged 45–55 — the years when most experience menopause. Nine in ten say symptoms impact their work, yet almost 80% would not feel comfortable discussing them with HR ( Menopause Foundation of Canada, 2023 ). These employees are often senior contributors, people leaders, and culture carriers. Losing them is not just a personal loss — it creates gaps in leadership pipelines, institutional knowledge, and team stability. Supporting women — and all employees experiencing menopause — is about more than wellness. It’s a strategic commitment to retention, equity, and workforce continuity. The Pressure to “Hold It All Together” During Midlife Menopause doesn’t occur in isolation. It intersects with the demands of midlife — leadership responsibilities, caregiving roles, evolving identity, and cultural expectations around aging and appearance. Hormonal shifts can affect sleep, focus, and mood. But so can the pressure to perform, look composed, and maintain high standards. Many employees describe becoming more self-critical or concerned about appearance in ways that subtly shape energy, confidence, and well-being at work. These pressures matter because they influence: focus and cognitive load stress and burnout risk self-esteem and psychological safety decision-making and communication Research suggests a small percentage may meet criteria for an eating disorder during menopause, but many more experience stress-driven overcontrol, restrictive eating patterns, or perfectionism — often disguised as “discipline.” These patterns can deplete energy, resilience, and capacity at work. Workplaces can counter this by shifting focus away from appearance and performance — and toward health, energy, flexibility, and support. The Cost of Silence Ignoring menopause has measurable organizational impacts. According to the Menopause Foundation of Canada : 540,000 workdays lost annually $237 million in productivity losses 1 in 10 women leaving their roles due to lack of support But the deeper cost is talent erosion. Employees who feel they must “push through” symptoms often work harder to hide them, leading to exhaustion, presenteeism, and quiet disengagement. Some of the most capable leaders leave long before they want to — simply because work feels incompatible with midlife health. Breaking that silence increases psychological safety and preserves expertise. How to Create a Menopause-Inclusive, Health-Positive Workplace You don’t need a major budget — you need intention, awareness, and practical support. The Menopause Foundation of Canada outlines strategies that HR teams can adapt: 1.      Open Dialogue Normalize conversation through education, awareness campaigns, and leadership modelling. Clear, inclusive messaging signals safety and reduces stigma. 2.      Policy and Flexibility Review policies for inclusivity: flexible scheduling temperature adjustments quiet spaces for rest or regulation confidentiality protections These small adaptations can significantly improve comfort and productivity. 3.      Benefits That Address Midlife Health Review coverage for: hormone therapy registered dietitians pelvic health physiotherapists mental health professionals with menopause expertise Consider well-being programs centered on energy, resilience, and whole-person health — not weight or restriction. 4.      Manager & HR Training Equip leaders with empathy skills and clear pathways for support. They don’t need clinical knowledge — just comfort, awareness, and direction. 5.      Community & Connection Support employee resource groups, peer networks, or “midlife champions.” Community reduces isolation and reinforces a culture of care. Why It Matters Creating a menopause-inclusive workplace isn’t just the right thing to do — it’s the smart thing to do. When employees are supported through menopause, organizations see: Stronger retention of senior talent Greater engagement and loyalty Lower absenteeism and presenteeism Healthier, more inclusive workplace cultures More robust leadership pipelines It’s also a powerful way to advance gender equity. Supporting midlife transitions ensures women — and trans and non-binary employees who experience menopause — remain represented and supported across all levels of an organization. Reframing Midlife as Strength Midlife is not a decline — it’s a period of transformation, perspective, and leadership depth. Employees in this stage bring unparalleled resilience and strategic judgment. When organizations recognize and support this life stage, they unlock creativity, stability, and long-term organizational strength. How We Help Our therapists, registered dietitians, and certified coaches help organizations support midlife employees with programs that integrate: nutrition for energy, cognition, sleep, and hormonal balance mindset and confidence coaching stress and resilience strategies sustainable health habits for this stage of life We offer awareness workshops, manager training, and personalized coaching for employees navigating menopause and midlife transitions. If your organization is ready to create a more supportive, menopause-inclusive culture, we can help. Let’s work together to reduce stigma, increase understanding, and ensure every employee navigating menopause feels supported to thrive. Connect with us to learn how your organization can take the next step toward a menopause-inclusive culture. **** This article is adapted from content originally published by 12 Weeks to Wellness.

FSEAP helps business leaders ensure employee well-being and productivity are at their highest, by providing specialized services that support a psychologically healthy and resilient workplace. Learn more about how our Employee and Family Assistance Programs and Workplace Wellness solutions can help. Gardez les membres de votre main-d’œuvre au meilleur de leur forme. Nous offrons des programmes de bien-être en milieu de travail et d’aide aux employés(ées) et à leur famille pour vous aider à : garder votre main-d’œuvre en santé, attentive, et au travail; gérer en toute confiance les situations de crise et de changements; optimiser le bien-être, la participation, et la productivité. Demande de devis Communiquer avec nous Êtes-vous un employé et cherchez-vous à accéder à votre PAE ? Connectez-vous à votre monPAESF Strip 1 Votre partenaire en matière de santé en milieu de travail Lorsqu’il s’agit de faire face aux problèmes de santé mentale des employés(ées) ou au manque de participation en milieu de travail, plusieurs n’ont aucune idée par où commencer. Nous savons à quel point il est difficile de répondre effectivement aux besoins de vos clients tout en réusissant à atteindre vos objectifs organisationnels clés si les membres de votre main-d’œuvre sont inattentifs, désintéressés ou simplement absents au travail. De nos jours, plusieurs entreprises n’ont pas les moyens, l’expertise, le temps ou l’énergie nécessaires pour fournir les services spécialisés, la formation et les ressources pour aider aux employés(ées) aux prises avec des problèmes d’ordre personnel ou familial qui empêchent un rendement optimal au travail. Nous pouvons aider. Depuis plus de 40 ans, nous aidons les chefs d’entreprise à assurer que le bien-être et la productivité de leurs employés(ées) soient à leur summum et ce, en fournissant des services spécialisés qui favorisent une main-d’œuvre psychologiquement saine et résiliente. Nous offrons des solutions accréditées qui ont été éprouvées et qui ont fait leurs preuves. Des solutions qui assurent une amélioration au niveau de la productivité et de la résilience ainsi qu’un taux élevé de rendement de vos investissements. Pour en savoir plus « De changer de programme et d’opter pour le PAESF est la meilleure décision que nous ayons jamais prise. CLIENT DE L’INDUSTRIE CINÉMATOGRAPHIQUE Quatre fois récipiendaire du prix d’excellence professionnelle décerné par l’association Employee Assistance Society of North America (EASNA) Diminution du nombre de jours d’absence parmi les employés(ées) qui adhèrent à notre PAEF. Récupération de 5,6 jours de perte de temps productif parmi les employés(ées) qui adhèrent à notre PAEF. 99 % des adhérents interrogés ont dit qu’ils recommanderaient le PAEF à d’autres. Pourquoi le PAESF? Articles récents de la FSEAP Prévention du suicide au travail : l’importance de la sensibilisation et du soutien précoce La prévention du suicide est une responsabilité partagée, et le milieu de travail peut jouer un rôle important pour aider les personnes à se sentir reconnues, soutenues et orientées vers les soins dont elles ont besoin. Pour les employeurs, les gestionnaires et les équipes, l’objectif n’est pas de transformer les collègues en conseillers, mais d’instaurer une culture où chacun sait repérer les changements, engager des conversations bienveillantes et orienter rapidement une pe Workplace Culture and Resilience: Addressing Employee Mental Health and Organizational Agility in the Post-Pandemic World Ce contenu est disponible uniquement en anglais. During the COVID-19 pandemic, resilience emerged as the buzzword for businesses globally, signifying their ability to adapt and endure unprecedented challenges. Companies shifted their focus from mere survival to building robust strategies, embracing flexibility, and fostering innovation, recognizing that employee well-being and resilience were crucial for navigating the uncertainties brought about by the pandemic and ensuring Menopause at Work: Why Supporting Midlife Women’s and Employees’ Well-Being Is a Business Imperative Ce contenu est disponible uniquement en anglais. For too long, menopause has been something women manage quietly — often while holding everything else together. But silence comes at a cost. One in ten women in Canada leave their jobs because of unmanaged menopause symptoms, costing the economy an estimated $3.5 billion each year ( Menopause Foundation of Canada, 2023 ). A note on inclusivity: Most workplace data focuses on women, but menopause is not exclusive to them. Anyon Blogue Vous avez besoin de conseils? Envoyez-nous un courriel ou téléphonez-nous en tout temps. Communiquer avec nous « 75 % des organisations ne sont pas certaines d’avoir les connaissances ou le soutien requis pour intervenir efficacement en matière de santé mentale. » — Sondage national sur le mieux-être Financière Sun Life-Buffet 2013 Nos agréments et affiliations professionnelles Accreditations

PROGRAMMES DE FORMATION Learning programs and resources for leaders and employees. Solutions en milieu de travail Solutions de formation Programmes de formation La formation sur le milieu de travail po Qui soutiennet les gestionnaires Consultations pour les gestionnaires The Supportive Workplace Stratégies de bien-être Mentorat de leadership Soutien au travail Intervention en cas d’incident critique Le programme de recommandations des ... Interventions spécialisées en milieu de Résolution de conflits et médiation Services professionnels en toxicomanie Défis liés au mieux-être Le contenu de cette page est actuellement disponible en anglais uniquement, une version française est en cours de développement. WORKPLACE TRAINING Training Programs Workplace learning programs resource employees to better manage stress, change, relationships, and their careers--fostering resilience and improved productivity for your organization. FSEAP has a range of workshops and seminars that enable employees at all levels to master common work and life challenges and improve their effectiveness. Topics cover a broad range of issues related to work performance, personal health and well-being, team functioning, and organizational development. Training sessions are available from one hour to one day in duration. Varying group sizes balance intensity and participation. Some training sessions are designed exclusively for Webinar delivery (as indicated), while other short-format sessions may be adapted for either in-person or Webinar. Workplace Health Building Effective Teams Bullying, Violence, & Harassment Compassion Fatigue & Vicarious Trauma Conflict in the Workplace Coping with Organizational Change Dealing with Difficult People Effective Workplace Communication Grief and Loss in the Workplace Healthy Living for Shift Workers Managing Multiple Priorities Mental Health in the Workplace Organizational Resiliency Positive Leadership Respect in the Workplace Skills for Managers Substance Abuse Awareness Supporting Struggling Employees Trauma in the Workplace Money & Finances Budgeting & Money Management Credit and Borrowing Debt Management Dealing with Money Worries Holiday Spending Challenges Identity Theft Investing Basics Managing Money in Relationships Money Basics for Newcomers Planning for a Baby Preparing for Home Ownership Preparing for Income Loss Psychology of Spending Retirement Strategies Raising Financially Responsible Children Saving for Post-Secondary Education Vacations on a Budget Guiding Families Caring for the Caregiver Dealing with Bullying Effective Communication for Couples Parenting: Your Toddler and You Parenting: Your School Aged Child Parenting: Your Teenager and You Parenting through Divorce and Separation Parenting in Blended Families Positive Parenting Strategies Relationship Dynamics The Sandwich Generation Mental Health & Well-being Dealing with Anger Depression & Low Mood Dimensions of Wellness Increasing Assertiveness Healthy Sleep Strategies Mindfulness in Everyday Life Overcoming Anxiety Seasonal Affective Disorder Self-Care & Self-Compassion Stress Management Strategies for Building Resilience Surviving the Holiday Season Work-Life Balance Health Aging Well Athletic Performance Coaching through Change Core Strength & Stability Desk Exercising Exercise & Fitness Health Screening Healthy Attitudes & Lifestyle Practices Healthy Workplace Habits Improving Energy Levels Men’s Health Preventing Slips and Falls Smoking Cessation Technology & Health Understanding your Metabolism Women's Health Nutrition Chronic Disease Prevention Eating as a Family Eating for Shift Workers Grocery Shopping & Labels Healthy Eating & Eating on the Go Healthy Workplace Habits Meal Planning & Preparation Mindful Eating Nutrition Strategies for Stress Optimizing Food for Performance Career Planning Career Laddering Leveraging your Transferable Skills Mid-Life Career Changes Retirement Lifestyle Planning Time Management If you are interested in a topic that you do not see listed, please contact us to discuss options for development of a custom session. Want to learn more about our training solutions? Connect with a workplace consultant to find a training solution that meets your needs: Phone: 1.844.720.1212 Email: training@fseap.ca

FSEAP helps business leaders ensure employee well-being and productivity are at their highest, by providing specialized services that support a psychologically healthy and resilient workplace. Learn more about how our Employee and Family Assistance Programs and Workplace Wellness solutions can help. Gardez les membres de votre main-d’œuvre au meilleur de leur forme. Nous offrons des programmes de bien-être en milieu de travail et d’aide aux employés(ées) et à leur famille pour vous aider à : garder votre main-d’œuvre en santé, attentive, et au travail; gérer en toute confiance les situations de crise et de changements; optimiser le bien-être, la participation, et la productivité. Demande de devis Communiquer avec nous Strip 1 Votre partenaire en matière de santé en milieu de travail Lorsqu’il s’agit de faire face aux problèmes de santé mentale des employés(ées) ou au manque de participation en milieu de travail, plusieurs n’ont aucune idée par où commencer. Nous savons à quel point il est difficile de répondre effectivement aux besoins de vos clients tout en réusissant à atteindre vos objectifs organisationnels clés si les membres de votre main-d’œuvre sont inattentifs, désintéressés ou simplement absents au travail. De nos jours, plusieurs entreprises n’ont pas les moyens, l’expertise, le temps ou l’énergie nécessaires pour fournir les services spécialisés, la formation et les ressources pour aider aux employés(ées) aux prises avec des problèmes d’ordre personnel ou familial qui empêchent un rendement optimal au travail. Nous pouvons aider. Depuis plus de 40 ans, nous aidons les chefs d’entreprise à assurer que le bien-être et la productivité de leurs employés(ées) soient à leur summum et ce, en fournissant des services spécialisés qui favorisent une main-d’œuvre psychologiquement saine et résiliente. Nous offrons des solutions accréditées qui ont été éprouvées et qui ont fait leurs preuves. Des solutions qui assurent une amélioration au niveau de la productivité et de la résilience ainsi qu’un taux élevé de rendement de vos investissements. Pour en savoir plus « De changer de programme et d’opter pour le PAESF est la meilleure décision que nous ayons jamais prise. CLIENT DE L’INDUSTRIE CINÉMATOGRAPHIQUE Quatre fois récipiendaire du prix d’excellence professionnelle décerné par l’association Employee Assistance Society of North America (EASNA) Diminution du nombre de jours d’absence parmi les employés(ées) qui adhèrent à notre PAEF. Récupération de 5,6 jours de perte de temps productif parmi les employés(ées) qui adhèrent à notre PAEF. 99 % des adhérents interrogés ont dit qu’ils recommanderaient le PAEF à d’autres. Pourquoi le PAESF? Vous avez besoin de conseils? Envoyez-nous un courriel ou téléphonez-nous en tout temps. Communiquer avec nous « 75 % des organisations ne sont pas certaines d’avoir les connaissances ou le soutien requis pour intervenir efficacement en matière de santé mentale. » — Sondage national sur le mieux-être Financière Sun Life-Buffet 2013 Nos agréments et affiliations professionnelles Accreditations