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Canadian workplaces continue to evolve as organizations navigate changing employee expectations, economic uncertainty, and increasing demands on leaders. While many organizations have invested in employee wellbeing over the past several years, today's challenges require a proactive approach that supports both employees and managers before concerns escalate. Here are five workplace health trends we're seeing across Canadian organizations—and how Employee Assistance Programs (EAPs) can help. 1. Burnout is an Organizational Challenge Burnout continues to affect employees across industries, with nearly four in ten Canadian workers reporting they feel burned out. While individual self-care plays an important role, burnout is increasingly recognized as a workplace issue influenced by factors such as workload, role clarity, staffing levels, and organizational culture. How FSEAP services can help: Individual counselling and coaching for stress, burnout, and work-life balance Manager consultations to support employees showing signs of burnout Training on resilience, stress management, and healthy boundaries Organizational consultation to explore strategies to manage workload, role ambiguity, recognition, and other factors that impact burnout 2. Psychological Health and Safety is Becoming a Strategic Priority More organizations are recognizing that psychologically healthy workplaces contribute to stronger engagement, retention, and productivity. Canada's National Standard for Psychological Health and Safety provides a framework for creating workplaces where employees feel respected, supported, and able to raise concerns without fear. How FSEAP services can help: Consultation for leaders on psychologically healthy workplace practices Training on psychological safety, respectful workplaces, and communication Psychoeducational resources that promote early intervention and mental wellbeing Organizational support following workplace conflict or critical incidents 3. Managers Need Support Too Managers are balancing increasing operational demands while also supporting employee wellbeing, navigating difficult conversations, and leading through change. This emotional labour can contribute to stress and burnout if leaders don't have appropriate support. How FSEAP services can help: Confidential counselling for leaders and managers Manager consultation services for addressing performance, behavioural, or mental health concerns Leadership coaching and guidance for difficult workplace conversations The Supportive Workplace Certification for managers seeking support with promoting mental well-being in the workplace Psychoeducational resources to help managers recognize early signs of employee distress 4. Financial Stress Continues to Impact Employee Wellbeing Financial concerns remain a significant source of stress for many Canadians and can affect concentration, sleep, mental health, and workplace performance. Employees experiencing financial strain may also be more vulnerable to anxiety, depression, and burnout. How FSEAP services can help: Financial consultation services and budgeting support Counselling and coaching to address the emotional impact and the root of financial stress Training on financial wellbeing and resilience 5. Prevention is Replacing Crisis Response Organizations are increasingly shifting from reacting to workplace challenges toward preventing them. Encouraging employees to access support early can reduce the likelihood of more significant mental health concerns, prolonged absences, or workplace conflict. EAPs are no longer viewed solely as crisis services—they have become an important component of broader workplace wellbeing strategies. How FSEAP services can help: Identifying early issues, and encouraging early access to confidential counselling and coaching before concerns escalate Self-guided psychoeducational resources, health risk assessments, and online programs Mental health and well-being promotion initiatives throughout the year Consultation for HR and leaders on proactive wellbeing strategies Looking Ahead As workplace health continues to evolve, organizations that prioritize prevention, psychological safety, and accessible support are better positioned to foster healthy, engaged, and productive workforces. Employee Assistance Programs play an important role in this effort by providing confidential, evidence-informed support for employees, leaders, and organizations throughout the employee lifecycle. References Benefits Canada. (2025). Canadian workers' mental health declining due to burnout, financial stress: Report. Government of Canada. Preventing burnout in the workplace. Government of Canada. Employee Assistance Program. Mental Health Commission of Canada. National Standard of Canada for Psychological Health and Safety in the Workplace. Mental Health Research Canada. Workplace Mental Health Report (2025). Statistics Canada. Workers' exposure to emotional demands in the workplace (2024–2025).

Workplace wellness programs are not only beneficial for employees, but also for employers. They can improve employee health, happiness, productivity, engagement, retention, and loyalty. They can also reduce absenteeism, turnover, healthcare costs, and workplace injuries. Not all wellness programs are created equal though, they are often outdated, ineffective, or irrelevant for the changing needs and preferences of today’s workforce. It’s important to periodically review and evaluate your wellness program and adjust as needed. Stepping back and identifying gaps and/or redundancies in your current wellness structure can help you develop an agile, equitable, inclusive program designed for the workforce of the future. Here are some steps you can take to optimize your wellness program: Conduct a needs assessment. Assess the current state of wellness and well-being in the organization. Find out what their health goals, challenges, interests, and preferences are. You can also use data from your existing wellness program, such as participation rates, feedback, outcomes, and return on investment (ROI) to identify what works and what doesn’t. Design the desired state of wellness and wellbeing in your organization. Based on the needs assessment, set clear and realistic goals for your wellness program. What do you want to achieve? How will you measure success? How will you align your wellness program with your organizational vision, mission, values, and culture? Choose the right interventions and incentives. Select the wellness activities and benefits that best suit your employees’ needs and preferences. You can use a variety of approaches, such as education, coaching, counseling, fitness, nutrition, mindfulness, stress management, financial wellness, social wellness, etc. You can also offer incentives to motivate and reward employees for participating in the wellness program, such as recognition, prizes, discounts, vouchers, etc. Communicate and promote your wellness program. Make sure your employees are aware of and informed about your wellness program. Use multiple channels and methods to communicate and market your wellness program, such as newsletters, emails, posters, flyers, intranet, social media, etc. You can also use testimonials, stories, events, challenges, contests, etc. to create buzz and excitement around your wellness program. Implement and monitor your wellness program. Execute your wellness program according to your plan and budget. Provide adequate resources and support for your employees to participate in the wellness program. Monitor the progress and performance of your wellness program using the metrics you defined earlier. Collect feedback from your employees and stakeholders on their satisfaction and experience with the wellness program. Evaluate and improve your wellness program. Analyze the data and feedback you collected from your wellness and well-being programs. Assess the impact and ROI of your wellness program on employee health and well-being as well as organizational outcomes. Identify the strengths and weaknesses of your wellness program. Make recommendations and suggestions for improvement based on the results and best practices. From wellness program to a culture of well-being A one-size-fits-all generic approach to wellness does not meet employees where they are and will therefore often miss the mark. If we want to optimize employee well-being we need to create a workplace culture that support well-being by prioritizing people and purpose over processes, venture beyond traditional norms, and meets employees where they are at. Coaches, experts and counselors are a critical resource to guide employees in developing strategies and skills for their own situations, strengths and values. Optimizing your workplace wellness program for the future is not only good for your employees, but also for your organization. By following the 6 steps listed in this blog, you can create a wellness program that is relevant, effective, engaging, inclusive, and sustainable. Don’t wait any longer. Contact FSEAP to start optimizing your wellness program today. This article was adapted from content written by 12 Weeks to Wellness.

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.

With FSEAP, Access confidential counselling services in-person, by phone, video, or e-counselling. Support for employees and families includes short-term, goal-focused assistance for personal, family, and work-related concerns—delivered by qualified professionals across Canada. COUNSELLING SERVICES Employee Assistance Counselling Guided iCBT WorkLife Supports Well-being Resources EMPLOYEE ASSISTANCE & WELL-BEING SUPPORTS Counselling Services FSEAP's EFAP short-term clinical counselling services are confidential and include the following: 24/7 Access and Crisis Support 1.800 Voice and TTY accessible from anywhere in North America Multi-lingual Offers immediate crisis support and stabilization, crisis counselling, assessment, and referral services Personal Counselling Effective short-term, professional counselling for individuals, couples, and families Able to address a broad range of mental health issues and concerns that include: anxiety, depression, stress, traumatic experiences family and parenting concerns, relationship challenges substance use concerns and addictions grief/loss struggles with change or life transitions, and more. Available in multiple counselling modes to allow employees to find options that fit their preference and comfort level. In-person Telephone Video Guided iCBT Please note that not all employers or organizations purchase the same service options for their EFAP benefit. Eligibility for services may be easily confirmed by contacting one of our toll free numbers or submitting an online request .

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. Looking for guidance on how to transform your workplace culture? We can help. Let's Talk Our Accreditations and Professional Associations

Online Programs Mieux vivre le travail de nuit Travailler la nuit est anormal pour l’être humain et cet horaire de travail cause bien des difficultés aux travailleurs. Il est toutefois possible de réduire ces difficultés lorsqu’on comprend mieux les effets du travail de nuit sur le sommeil et sur la santé, et qu’on utilise certaines stratégies. Marie Dumont détient un doctorat en neurosciences et est, depuis 1990, chercheure au Centre d’études avancées en médecine du sommeil (CÉAMS) de Montréal et professeure à l’Université de Montréal. Sa spécialité est l’étude du sommeil et des rythmes biologiques, notamment chez les travailleurs de nuit. Elle a produit cet outil en ligne avec l’aide de Le-Cours afin d’offrir aux travailleurs de nuit une information fiable, gratuite et accessible pouvant les aider à mieux vivre le travail de nuit. Le parcours que nous vous proposons comporte quatre étapes qui correspondent à quatre modules. Les trois premières étapes présentent de l’information sur les effets du travail de nuit, en particulier sur le sommeil. Elles visent à vous aider à identifier vos propres difficultés et vos propres obstacles à un bon sommeil lorsque vous travaillez la nuit. La quatrième étape propose plusieurs stratégies parmi lesquelles vous pourrez choisir celles qui vous conviennent le mieux et que vous aimeriez essayer. Le parcours complet vous prendra environ 1 h 30. Chaque module a une durée variant de 15 à 30 minutes. Ils peuvent être faits de façon indépendante et à des moments différents. Created by https://dormezladessuscanada.ca/ . Links will redirect you to a website outside of FSEAP.ca. Sign up Already have an account? Log in Back to Online Programs