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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.

Nous sommes très nombreux à consacrer une grande partie de notre vie au travail. De nombreux ingrédients clés sont nécessaires pour créer un lieu de travail sain et propice à la prospérité de l'organisation. Une composante essentielle ? La sécurité psychologique. Qu'est-ce que la sécurité psychologique ? La sécurité psychologique signifie se sentir suffisamment en sécurité pour assumer des risques interpersonnels, par exemple : Prendre la parole Partager des idées Exprimer ses inquiétudes Exprimer un désaccord avec respect Admettre ses erreurs Un lieu de travail psychologiquement sûr implique de favoriser une culture professionnelle qui encourage ces comportements sans susciter la peur de nuire à l'image de soi, à la réputation, au statut ou à la carrière. Ce type de lieu de travail favorise la croissance, l'apprentissage et les changements positifs pour l'individu et pour le lieu de travail, tout en incitant les employés à s'engager de manière active et authentique dans leur travail. Pourquoi la sécurité psychologique au travail est-elle importante ? La recherche révèle l'impact tangible de la sécurité psychologique sur : De meilleures collaborations Un renforcement de la confiance Un engagement accru dans la formation et l'assurance qualité Une satisfaction professionnelle renforcée Une performance globale améliorée Sans surprise, le manque de sécurité psychologique est directement en cause dans le stress, l'épuisement professionnel et l'augmentation du taux de rotation du personnel. Comment pouvez-vous contribuer à bâtir la sécurité psychologique au travail ? Bien que la sécurité psychologique ne dépende pas uniquement des traits de personnalité, la création d'un environnement de travail sûr et bénéfique peut néanmoins dépendre de votre attitude générale à l'égard du travail. Par exemple, vous pouvez ressentir un niveau de sécurité et de satisfaction plus élevé si vous avez un « état d'esprit de croissance » – ce qui signifie que vous considérez les compétences comme un élément qui peut être appris et amélioré avec des efforts plutôt que comme un talent inné et fixe ou que les erreurs sont essentielles à l'apprentissage plutôt que des indicateurs de déficience. Cependant, même si vous présentez ces traits de caractère, une culture d'entreprise constructive est toujours importante pour un lieu de travail prospère. Il faut également tenir compte de la diversité des cultures et des origines sur le lieu de travail. Certaines communautés, comme les communautés des personnes autochtones, noires et de couleur (Black, Indigenous, and people of color – BIPOC), souffrent de stigmates et normes sociales qui diffèrent de celles des autres communautés. Garder à l’esprit la manière dont différentes cultures peuvent comprendre et définir l’inclusion peut avoir un impact considérable sur l’approche de votre organisation en matière de sécurité psychologique. Construire la sécurité psychologique à partir d’une position de leadership : La manière dont les leaders abordent les employés et interagissent avec eux établit le socle de l'équipe. Voici quelques conseils pour mettre en place un lieu de travail sûr d'un point de vue psychologique : Accordez la priorité à l'établissement de relations, à l'équité et à l'inclusion. La confiance est instaurée par une attitude cohérente, solidaire et juste. Adoptez un état d'esprit favorable à la croissance lorsque vous interagissez avec votre équipe. Encouragez la prise d'initiative, les efforts et les améliorations, et considérez les erreurs comme des opportunités de collaboration et de croissance. Définissez des attentes et une structure claires. Prêchez par l'exemple : partagez vos idées, exprimez vos opinions avec respect et assumez vos erreurs sans vous montrer critique envers vous-même. Faire preuve d'un leadership solide peut avoir une influence positive sur les employés. Apprenez à connaître les personnes qui relèvent de votre responsabilité hiérarchique et instaurez un climat de confiance en agissant de manière cohérente, en les soutenant et en faisant preuve d'empathie. Soyez compréhensif lorsque les employés font part de leurs difficultés personnelles et encouragez-les à prendre soin d'eux-mêmes et à se fixer des limites. Prenez connaissance des forces et des faiblesses de votre équipe et offrez des chances égales et des aménagements raisonnables susceptibles d'aider votre équipe à s'épanouir. Si vous n'avez pas un rôle de leadership : Bon nombre de ces suggestions restent valables ! En tant qu'employé, vous pouvez instaurer une culture de sécurité psychologique plus forte de la manière suivante : Concentrez-vous sur le renforcement des relations avec vos collègues en étant aimable et en leur apportant votre soutien. Développez un état d’esprit de croissance, traitez les erreurs comme des opportunités d’apprentissage et réfléchissez à ce qui y a conduit. Soyez le modèle du comportement que vous souhaitez encourager en prenant des risques interpersonnels et en partageant vos pensées et vos idées, excepté si votre lieu de travail pénalise ce type d'actions. Si c'est le cas, cela peut également représenter une bonne occasion de plaider en faveur des politiques et des pratiques qui favorisent la sécurité psychologique sur le lieu de travail. Construire la sécurité psychologique exige du temps et du dévouement, mais les bénéfices sont inestimables. Un lieu de travail plus sain qui favorise l'authenticité et l'engagement actif est un lieu de travail propice à l'épanouissement : c'est un investissement qui en vaut la peine. Article inspiré par MindBeacon.

SOLUTIONS EN MILIEU DE TRAVAIL Des solutions qui permettent aux organisations et à leurs employés de donner le meilleur d'eux-mêmes. 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 SOLUTIONS POUR LE MILIEU DE TRAVAIL Nos services et solutions en milieu de travail Vous avez besoin que vos employés soient en bonne santé, concentrés et au travail. Notre mission est d'aider les employés à aller mieux et à rester bien, afin que votre entreprise puisse prospérer. Nous innovons et collaborons pour nous assurer qu'ils peuvent obtenir la bonne aide, au bon moment. Un coup d’œil sur nos services et nos solutions Nos services adoptent une approche globale et intégrée en matière de santé et résilience des employés(ées) et des lieux de travail. Notre continuum de services est conçu pour favoriser le bien-être de vos employés(ées) et pour créer un environnement de travail psychologiquement sain. Peu importe si vous avez un grand ou un petit groupe d’employés(ées) et si les employés(ées) sont dans un endroit central ou dispersés(ées). Nos services accessibles et polyvalents produisent des résultats qui font vraiment une différence pour vos employés(ées) et votre chiffre d’affaires. Assistance et bien-être des employés (PAE, PAEF) Services d'auto-assistance et services professionnels pour aider les employés à développer et à maintenir leur bien-être et leur résilience, à la maison comme au travail. Learn more about EFAP Workplace Training Ressources de formation pour aider à soutenir la résilience, le bien-être et la performance de la main-d’œuvre. Learn more about Training Solutions Manager Supports Services de consultation en milieu de travail pour aider les dirigeants à faire face aux situations sensibles ou difficiles en matière de performance des employés, d'équipe ou de lieu de travail. Learn more about Manager Supports Workplace Supports Ressources, soutiens et interventions spécialisés conçus pour aider à se remettre d'événements traumatisants et à relever efficacement les défis du lieu de travail. Learn more about Workplace Supports Assistance et bien-être des employés Soutien aux gestionnaires Formation en milieu de travail Soutien au travail Vous avez besoin d’aide ? Envoyez-nous un courriel ou téléphonez-nous en tout temps. Communiquer avec nous 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 FSEAP ? Nouveautés Programmes guidés de TCC en ligne The Supportive Workplace (Manager Course) Articles récents Workplace Culture and Resilience: Addressing Employee Mental Health and Organizational Agility in the Post-Pandemic World Menopause at Work: Why Supporting Midlife Women’s and Employees’ Well-Being Is a Business Imperative Aider les salariés à être en bonne santé financière Blogue

FORMATION EN MILIEU DE TRAVAIL Management, organizational, and employee training sessions for health, teams, and organizational development. 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. SOLUTIONS POUR LE MILIEU DE TRAVAIL Solutions de formation Nos séances de formation à l’intention des gestionnaires, de l’entreprise et des employés(ées) couvrent une gamme étendue de sujets et de problèmes liés à la santé et au bien-être personnel, au fonctionnement de l’équipe et au développement organisationnel. Le PAESF offre des programmes de formation complets dans le cadre d’une intervention holistique en milieu de travail, ainsi que des séances de formation autonomes sur la santé et le mieux-être au travail. Nos programmes de formation : enseignent et favorisent le développement d’un style de vie sain et productif autant au travail que dans la vie personnelle; promouvoient la sensibilisation en matière de problèmes de santé et offrent des stratégies de soutien pour résoudre les problèmes personnels et surmonter les difficultés en milieu de travail; développent les compétences et les capacités des employés(ées) à tous les niveaux pour améliorer les relations de travail et le rendement organisationnel; et améliorent le fonctionnement du milieu de travail. Chaque séance représente une belle occasion de communiquer avec les employés(ées) et de leur rappeler les façons dont leur PAEF peut les aider. Les sujets populaires comprennent la santé mentale en milieu de travail, la résilience, les stratégies de communication positive, la gestion du stress, la planification du style de vie à la retraite, et plus. Ces séances de formation peuvent être tenues sous forme de « dîner-conférence » ou, pour des séances plus approfondies, sous forme de séminaire ou d’atelier de plusieurs heures, ou encore, sous forme de séance de discussion animée en milieu de travail ou de webinaire. En savoir plus Communiquez avec un(e) conseiller(ère) en milieu de travail afin de trouver une solution de formation qui répond à vos besoins : Sans frais : 1-800-561-1128 (français/anglais) ATS : 1-888-234-0414 Courriel : formation@paesf.ca The Supportive Workplace Promoting Mental Well-being in the Workplace This seven-module online course offers insight, tools, and best practices to recognize and address the signs of low mental well-being in the workplace to effectively promote employee mental health and work productivity. Designed for front-line managers to help them gain the knowledge and skills to lead an effective conversation on mental health-related issues, identify suitable ways of support if one of their employees is experiencing a mental health problem, practice self-care to meet their own needs, and apply long-term interventions to create a supportive and psychologically safe workplace environment. On-demand videos Interactive exercises, scripts, and quizzes Downloadable workbook Certificate of completion 12-months of access En savoir plus

Explore how workplace culture and resilience shape employee mental health, and learn how FSEAP’s Canadian employee and family assistance and workplace solutions help organizations reduce stress, prevent burnout, and build thriving teams. Get in Touch Keep your workforce resilient, engaged and performing at their best. A fully integrated EAP and workplace health solution, FSEAP Resilient helps HR and leadership teams build a mentally healthy culture, stronger teams, and effective leaders in organizations of any size. How resilient is your workplace? Take the quiz A healthy workplace is a resilient workplace. Change is constant. Building a resilient workplace culture is not just beneficial—it's essential. A workplace that supports mental health, fosters team connection, and promotes effective leadership results in lower employee stress, reduced turnover, and higher engagement and productivity. Discover how FSEAP’s Resilient Workplace Model can help your organization achieve these goals and more. The world is changing faster than our ability to adapt. Adapting quickly is the catalyst for high performance. Bob Rosen, Organizational Psychologist and Bestselling Author Employee mental health impacts your workplace. Workplace culture impacts your employees' mental health, engagement, and productivity. You need a solution that helps you build a resilient workplace culture. Workplace culture lives in the hundreds of interactions that occur each day between managers, leaders, employees, and vendors. Leadership practices, employee behaviour, workplace environment, and organizational policies all have an impact on employees and workforce resilience. We've developed our customized, integrated approach to building a resilient workplace culture through nearly 50 years of experience and innovation. Our comprehensive suite of services support a psychologically healthy and resilient workforce. We offer accredited solutions that have been tested and are proven to work. Our Three-Pillar Resilient Workplace Model At the heart of every resilient organization lies a strong foundation. With FSEAP Resilient, we help you build... Mentally Healthy Workplace: Where employees are respected and empowered to prioritize their mental health, perform and thrive. Respectful, Connected Teams: Where inclusion, collaboration, and trust support greater adaptability, stronger performance, and shared success. Supportive, Effective Leadership: Where leaders have the confidence, tools and guidance to cultivate trust, champion employee well-being, growth and engagement. Built on these pillars, your workplace culture can become one that adapts and thrives – no matter what lies ahead. How FSEAP Resilient Works The 5-Step Process Listen and assess- -Collaborative discovery to understand your people, culture, risks, and goals. Design your roadmap- -A tailored resilience and workplace health plan aligned with your strategy and resources. Activate supports- - Coordinated rollout of integrated services for employees, teams, and leaders. Build skills and culture -- Ongoing training, coaching, and tools to strengthen day-to-day behaviours and team climate. Measure, refine, and sustain -- Regular review of data and feedback to demonstrate impact and adjust your program over time. Learn more about our Five-Step process for creating a Resilient workplace. Request a Resilient consultation today! Let's Talk Empower people and strengthen your workplace with a full spectrum of support. FSEAP Resilient combines practical tools with expert guidance to help individuals thrive and organizations grow stronger. Resilient Tools and Resources Employee & Family Assistance Self-help resources and professional guided services to help employees manage life's challenges, improve well-being, an d resilience. On-Demand Well-being Plaform 24/7 Crisis Helpline Personal Counselling Full-suite of Work/life Balance Supports Learn more about EFAP Mental Health Longer-term employee mental health care and support services (beyond EFAP) to facilitate coping, recovery and resilience. Extended Care (extended treatment for depression, anxiety, post-traumatic stress, and grief and loss) Return-to / Stay-at Work Support And, more... Learn more about Mental Health Supports Workplace Solutions Specialized resources, supports, and interventions designed to embed psychological health and safety, effectively address workplace challenges, elevate engagement, and drive culture change. Resilience & Wellness Training Manager/HR Consultations Critical Incident Response / Trauma Support And, more... Learn more about Workplace Solutions Together, these services create a foundation of resilience - helping your organization adapt, grow, and thrive through change. Key Benefits to Your Organization Reduced mental health risks and stress-related absences: Evidence-based strategies that lower mental health challenges. Increased Engagement & Productivity: Empowered employees who are committed, focused and productive. Decreased Turnover: A supportive and engaging work environment that retains top talent. The FSEAP Resilient Difference Unlike off-the-shelf wellness programs, FSEAP Resilient delivers an integrated, top-to-bottom support approach through: Workplace Health-Focused Expertise Workplace health expertise that recognizes how mental health, engagement, and performance are shaped by everyday culture—connecting EAP, leadership practices, and team climate to build environments where people and organizations can thrive. Deep EFAP and Mental Health Experience Over 50 years of EFAP experience with accredited, evidence-informed clinical services means Resilient is built on proven mental health supports—not just wellness add-ons. National Reach, Local Understanding A national provider with regional teams that understand local workplaces, labour contexts, and sector-specific risks, ensuring solutions that fit your culture and operations. Designed for Complex and High-Risk Environments Extensive experience supporting high-risk sectors (e.g., healthcare, emergency services, industrial and resource-based workplaces) means Resilient is built to address trauma, operational stress, and safety-sensitive contexts. Social-Purpose, Not-for-Profit Roots FSEAP is a Canadian social-enterprise EAP provider, reinvesting in services that improve employee mental health and safer, more resilient workplaces and communities rather than shareholder returns. Beyond "Off-the-Shelf" Wellness Rather than a generic app or one-size-fits-all package, Resilient offers a customizable framework that integrates with your existing EAP, health, and safety strategies to drive measurable culture change. 45% of Canadian* and 65% of US** employees view their work/jobs as the greatest cause of stress in their life.* * Ipsos ** American Psychological Association Building a resilient workplace culture is your best defense. Frequently Asked Questions Is FSEAP Resilient only for large organizations? No. Resilient is designed to scale for any workplace — small, mid-sized, or enterprise. How long does implementation take? Timelines are tailored to your organization’s goals, readiness, and existing initiatives. Can it integrate with our existing well-being programs? Yes. Resilient can be seamlessly integrated with your current wellness offerings and structured to enhance what you already have in place with added expert support. How is success measured? Together, we define success metrics and track engagement, well-being, and resilience outcomes aligned with your organization’s goals. Vous avez besoin de conseils? Envoyez-nous un courriel ou téléphonez-nous en tout temps. Communiquer avec nous Nos agréments et affiliations professionnelles