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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.

All of us go through varying stages of mental health change for different reasons, and many of us will experience significant mental health challenges in our lifetime. Normalizing conversations about mental health can save lives and help us all to feel more supported and connected. That’s why, every year in January, the Bell Let’s Talk campaign raises mental health awareness in Canada. As an EAP provider in Canada with a social mission to drive change, FSEAP is committed to reducing the impact of mental health challenges on individuals and workplaces that are affected. One in four Canadians experience high levels of anxiety – that means someone you know might be struggling, and maybe you are struggling right now as well. When someone asks you how you’re feeling, do you answer honestly? There is still a lot of stigma around mental health, and this leads people to hide their pain and their struggle, out of embarrassment or fear of being judged. Let’s change this. Every year, at least 4,500 people die by suicide . Since the pandemic, 20 people die each day as a result of an opiate overdose. The cost-of-living crisis, unresolved trauma, and mounting stress levels contribute to Canadians turning to suicide, drugs, and alcohol as a way to cope. This is partially because the stigma around suicide and substance use discourages many people from accessing the support they need. Let’s change this. If you know someone who is struggling, speak to them. If you are struggling, reach out to loved ones or contact your EAP or a helpline for help. Let’s get talking One of the biggest hurdles for anyone suffering from mental health challenges is overcoming the stigma of having a problem and asking for help. Talking openly about mental health challenges is the first step to reducing the stigma that prevents people from seeking support. Stigma is the number one reason why two-thirds of those living with these challenges do not seek help. Most people with mental health challenges can and do recover, and the first step is talking about it and being willing to listen to those in need. Here are 5 simple ways to help end the stigma that keeps too many from seeking help: Monitor your language : the words you use can make all the difference. Educate yourself: knowing the facts and myths about mental health can be a great way to help end the stigma. Be kind: simple acts of kindness can help open up the conversation and let someone know you are there for them. Listen and ask: being a good listener and asking how you can help can be the first step in recovery. Talk about it: mental health touches us all in some way, either directly, or through a friend, family member, or colleague. Anxiety, substance use, suicide, and other mental health challenges can have a tremendous impact on your workplace. Individuals facing these challenges may be taking time off work to cope with their own mental health challenges or to support their immediate family members and friends. Employees may have reduced productivity at work, leading to poor performance and increased potential for errors or conflict within the workplace. For support with ways to start the conversation about mental health in your workplace, connect with FSEAP. We have a number of services that we can offer to help you build a campaign for change in your workplace. You can also download the Bell Let’s Talk Conversation Guides that can be used to lead your own discussion about mental health or talk with someone you might be concerned about. It is essential, now more than ever, to improve our awareness and partner with FSEAP to reduce the impact of mental health challenges on your employees and your workplace. Now we’re talking.

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 offers comprehensive Employee and Family Assistance Programs (EFAPs) and Workplace Wellness solutions nationwide in Canada. Support your workforce’s health, well-being, and productivity with award-winning services proven to reduce absenteeism and restore lost productive time. Keep your people functioning at their best. We provide Workplace Wellness and Employee and Family Assistance Programs to help you: Keep your workforce healthy, focused, and at work Confidently manage crises and change Optimize well-being, engagement, and productivity Request a Quote Contact Us Strip 1 Your Partner in Workplace Health When it comes to dealing with employee mental health problems or a lack of engagement in the workplace, many people don't know where to start. We understand how hard it is to effectively meet your customers' needs and achieve key organizational goals when your people are not focused, engaged, or simply not at work. Today, many organizations don't have the resources, expertise, time, or energy to source the specialized services, training, and resources to help employees' struggling with the personal and family problems that get in the way of optimal work performance. We can help. For over 40 years, we have been helping business leaders ensure employee well-being and productivity are at their highest by providing the specialized services that support a psychologically healthy and resilient workforce. We offer accredited solutions that have been tested and are proven to work. Solutions that ensure improved productivity, resilience, and a high rate of return on your investment. Learn More About FSEAP "Switching to FSEAP is the best decision we ever made." - FILM INDUSTRY CUSTOMER Four-time recipient of the Employee Assistance Society of North America's Corporate Award of Excellence 72% decrease in days absent among employees who used our EFAP 5.6 days of Lost Productive Time Restored among employees who used our EFAP 99% of users surveyed said they would recommend the EFAP to others Why FSEAP? Recent Posts from FSEAP Menopause at Work: Why Supporting Midlife Women’s and Employees’ Well-Being Is a Business Imperative 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 a Workplace Culture and Resilience: Addressing Employee Mental Health and Organizational Agility in the Post-Pandemic World 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 Invest in Value, Not Just Cost: Why Cutting Corners on EAPs Can Backfire Invest in Value, Not Just Cost: Why Cutting Corners on EAPs Could Cost More in the Long Run As Canadian employers grapple with a projected 7.4% increase in health benefits costs in 2025 [1], it's no surprise that many are scrutinizing every line item in their benefits budgets. But when it comes to Employee Assistance Programs (EAPs), the temptation to go with the cheapest option may be a false economy—with real consequences for employee well-being and organizational health. A Blog Looking for guidance? Email or call us anytime Contact Us “75% of organizations are not confident that they have the knowledge or support to effectively address their mental health needs.” — Sun Life-Buffet National Wellness Survey 2013 Our Accreditations and Professional Associations Accreditations

Online Programs Coping better with night work Working at night is not normal for humans and this work schedule causes problems for most people. However, it is possible to reduce these problems with a better understanding of the effects of night work on sleep and health, and by applying some strategies. Marie Dumont holds a Ph.D. in neurosciences . She is a researcher at the Center for Advanced Research in Sleep Medicine (CARSM) in Montreal and professor at University of Montreal since 1990. Her main research topic is sleep regulation and biological rhythms, especially in night workers. She developed this web tutorial with Le-cours to offer night workers reliable, free and accessible information to help them cope better with night work. The tutorial comprises four steps presented in four units. The first three units provide information on the effects that night work may have on you, especially on your sleep. They aim to help you identify the problems you may have and the obstacles preventing you from sleeping well when you are working nights. The fourth unit proposes many strategies that you may find appropriate to your situation and that you may like to try. The entire course lasts about an hour and a half. Each unit takes between 15 to 30 minutes to complete. Each unit can be done independently and at different times. Created by https://sleeponitcanada.ca . Links will redirect you to a website outside of FSEAP.ca. Sign up Already have an account? Log in Back to Online Programs

Online Programs Evolution Health-En français Programme de thérapie cognitivo-comportementale en ligne, autodirigé et personnalisé. Evolution Health Systems propose un programme de traitement interactif et numérique de thérapie cognitivo-comportementale conçu pour aider les personnes à surmonter la dépression et l'anxiété, à atteindre un poids santé ou à arrêter de fumer. Accédez à des conseils spécialement conçus pour vous aider à.. : Gérer et surmonter l'anxiété surmonter la dépression Relations interpersonnelles La timidité et la sensibilité Transitions de rôle Chagrin et perte Aller de l'avant Le programme utilise des approches éprouvées et des thérapies fondées sur des preuves pour aider les personnes à réduire leurs symptômes en acquérant les connaissances, les compétences et la perspicacité nécessaires pour atteindre leurs objectifs. Les modalités du programme comprennent des évaluations, un suivi des progrès et des symptômes, des séances d'information, des conseils et des outils, des discussions et des feuilles de travail, ainsi que des questions pour vous faire réfléchir, vous motiver et vous aider à aller de l'avant. Created by https://evolutionhealth.care . Links will redirect you to a website outside of FSEAP.ca. Sign up Already have an account? Log in Back to Online Programs