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Studies by occupational and environmental medicine researchers report that up to 40% of U.S. workers experience fatigue. Low energy levels can sap your motivation, reduce productivity, lead to increased errors, and harm interpersonal relationships by making you cranky and difficult to work with. Keeping energized at work can vastly improve the quality of your time spent on the job, and it can help you jump-start your career. What You Can Do at Home 1. Get enough sleep Although medical professionals recommend that adults get at least 8 hours of sleep per night, the average adult reports sleeping just 6.8 hours per night according to a 2005 Sleep Foundation poll. Getting a good night’s rest is the simplest way to dramatically boost your workday energy levels. To maximize the quality of your sleep, avoid using alcohol, tobacco and caffeine (include tea) close to bedtime. All three interrupt sleep patterns. If you chronically snore, check with your doctor to see if you may be suffering from sleep apnea, a condition that disrupts oxygen flow to the brain during slumber. 2. Exercise regularly Although exercising before work is a great way to increase both mental and physical energy, studies show that you can permanently boost energy levels throughout the entire day by maintaining a regular workout schedule. Better yet, consistency is more important than intensity. Even a brisk walk for 20 minutes each day can make the difference between feeling awake and energetic or sleepwalking through the day. 3. Eat right Not only are vegetables and whole grains good for you, they help maintain consistent energy levels because their sugars are absorbed slowly by your body, thereby helping it to avoid blood sugar crashes that lead to exhaustion. (Looks like your mother was right all along!) 4. Reduce stress Stress takes both a mental and physical toll on your energy. Look for positive ways to release work or family related stress. Seek counseling or mental health guidance for problems that seem overwhelming. What You Can Do at Work 1. Put down the coffee, pick up the water Although coffee can be a quick energy boost, users inevitably surf that wave right back to the bottom. Coffee also causes dehydration, one of the most common causes of fatigue, delivering a double whammy to your energy levels. Experts recommend that adults drink at least 8-10 cups of water per day. Coffee junkies can vastly improve energy levels by swapping out their coffee consumption with water. 2. Take a short break While putting your nose to the grindstone for 8-10 hours may seem admirable, taking short breaks every hour or two can actually increase productivity. When your attention starts to waver from your work, take a step away from what’s in front of you and allow yourself a quick walk through or outside the building. 3. Snack regularly Health experts agree that eating several smaller meals a day instead of the usual three large meals helps to smooth out energy levels. Keep supplies of healthy snacks available at your desk for between-meal snacking. 4. Seek out new challenges Repetitious and mundane tasks can sap mental energy as boredom replaces enthusiasm. Proactively seek out new tasks and responsibilities in order to challenge yourself mentally. When you can seemingly do a job in your sleep, it’s time to move on to something new.

LIFT session, a LifeSpeak Company, Partners With FSEAP, a Leading Employee Assistance Program, to Bring Digital­ Physical Wellbeing Solutions to Its Clients TORONTO -- (BUSINESS WIRE ) -- LIFT session, a LifeSpeak Company (TSX: LSPK) and the leading fitness and wellness platform for benefit providers, announced it has expanded its global footprint in the EAP market by partnering with FSEAP, a not-for-profit organization that is a leading EAP provider. Through this partnership, FSEAP will add a compelling new offering to their EAP solution to service the burgeoning demand for physical wellness benefits by organizations around the world. "Organizations are recognizing physical wellness benefits play a critical role in employee stress, mental health management, and workforce engagement," said Raffi Tchakmakjian, President of LIFT session and Chief Growth Officer of LifeSpeak. "We're delighted to partner with FSEAP to help organizations around the world provide a more well-rounded wellbeing offering for their employees. LifeSpeak is committed to reducing the stigma around mental health and providing support for total wellbeing. We are especially proud to work with an organization that devotes 100% of its profits toward supporting mental health and community-based programs." This partnership will amplify FSEAP's proactive wellness offering with personalized, app-based workout journeys. The LIFT session platform offers on-demand and live virtual workouts and activities curated and delivered by experts in physical and mental wellness. This includes app-based workouts, web chats with wellness experts, micro wellness breaks, and more. FSEAP will also offer LIFT session wellness challenges to support clients as they help employees build healthy habits and foster workplace engagement in a hybrid work model. "Our clients continue to demand digital wellbeing solutions that can support and engage the entirety of their workforce," said Joyce Zuk, National FSEAP Board Chair. "Digital physical wellness was the next logical step in providing a well­ rounded wellness offering to support this need. We are especially excited about the opportunity that this provides us to further differentiate our offering with a high-quality solution that is known for its ease of use and high usage rates." As an online platform, LIFT session is accessible anytime and anywhere through any mobile or desktop device. It provides organizations with the company-branded experience they desire and users with the flexibility to access their program wherever and whenever they need it. The value LIFT session provides organizations is reflected in the 95+ percent satisfaction rate of its users. For more information about how LIFT session can help your organization with employee wellness and engagement, visit www.liftsession.com About LIFT session, a LifeSpeak company LIFT session, a LifeSpeak company (TSX: LSPK), is a digital fitness platform that helps wellness providers offer premium virtual fitness services to their clients. With LIFT's best-in-class virtual personal training, virtual group training, and wellness broadcast services, LIFT is capable of extending its partner's service offering beyond their physical locations and making their service offerings available to clients anywhere. By offering services through wellness providers and businesses, LIFT session offers its online fitness platform to millions of customers globally. Follow LIFT session on Instagram and LinkedIn About FSEAP Founded in 1974, FSEAP is a national social enterprise division of Family Service Agencies providing employee and family assistance programs (EFAP) and Integrated Workplace Wellness Solutions. As the only private, not-for-profit, community­ based EFAP provider in Canada, we strive to sustain healthy workplaces and strong communities. FSEAP's client-centric services support customers large and small in every economic sector with evidence-based solutions that promote and maintain the health and well-being of employees and workplaces. FSEAP's services support a diverse customer base and their employees with evidence-based solutions that promote and maintain the health and well-being of employees and the workplace. About LifeSpeak Inc. LifeSpeak is a leading software-as-a-service provider of a platform for mental health and total wellbeing education for organizations committed to taking care of their employees and customers. With 18+ years of experience creating and curating thousands of expert-led micro-learning videos and other digital content, LifeSpeak's proprietary library's depth and breadth of easily consumable content helps companies around the world support their people anytime and anywhere. LifeSpeak serves a diverse global client base across many industries and sectors, including Fortune 500 companies, government agencies, insurance providers, and other health technology firms. LifeSpeak is the parent company of Lift Digital Inc. ("LIFT session"), ALAViDA Health Ltd. ("ALAViDA"), Encompass Education Solutions ("Torchlight") and Wellbeats Inc. ('Wellbeats). To learn more, follow LifeSpeak on LinkedIn (http://www.linkedin.com/company/lifespeak-inc ), or visit www.LifeSpeak.com . Forward Looking Information This press release may include "forward-looking information" within the meaning of applicable securities laws. Such forward-looking information may include, but is not limited to, information with respect to our objectives and the strategies to achieve these objectives, as well as information with respect to our beliefs, plans, expectations, anticipations, estimates and intentions. In some cases, but not necessarily in all cases, forward-looking information can be identified by the use of forward-looking terminology and phrases such as "forecast", "target", "goal", "may", "might", "will", "could", "expect", "anticipate", "estimate", "intend", "plan", "indicate", "seek", "believe", "predict", or "likely", or the negative of these terms, or other similar expressions intended to identify forward-looking information, including references to assumptions. In addition, any statements that refer to expectations, intentions, projections or other characterizations of future events or circumstances contain forward-looking information. Statements containing forward-looking information are not historical facts nor guarantees or assurances of future performance but instead represent management's current beliefs, expectations, estimates and projections regarding possible future events, circumstances or performance. Forward-looking information is necessarily based on a number of opinions, estimates and assumptions that, while considered reasonable by LifeSpeak as of the date of this release, is subject to known and unknown risks, uncertainties, assumptions and other factors that may cause the actual results, level of activity, performance or achievements to be materially different from those expressed or implied by such forward-looking information. Important factors that could cause actual results to differ, possibly materially, from those indicated by the forward-looking information include, but are not limited to, the risk factors identified under "Risk Factors" in LifeSpeak's Annual Information Form, and in other periodic filings that LifeSpeak has made and may make in the future with the securities commissions or similar regulatory authorities in Canada, all of which are available under LifeSpeak 's SEDAR profile at www.sedar.com. These factors are not intended to represent a complete list of the factors that could affect LifeSpeak. However, such risk factors should be considered carefully. There can be no assurance that such estimates and assumptions will prove to be correct. You should not place undue reliance on forward-looking information, which speak only as of the date of this release. LifeSpeak undertakes no obligation to publicly update any forward-looking information, except as required by applicable securities laws. If you are an existing FSEAP customer and would like more information about LIFT Session through FSEAP, please contact your dedicated account manager. All other inquires, please contact us .

Toxic drugs claimed more than 7,560 lives in Canada in 2020; approximately 21 deaths per day. During the first year of the pandemic, there was a 96% increase in apparent opioid toxicity deaths, compared to the year before. Since then, opioid deaths have remained high. This year, we mark International Overdose Awareness Day with a continued sense of grief, urgency, and hope that stigma and failed drug policy will become a thing of the past. A particularly tragic dimension of the issue is that overdoses are occurring right in people’s homes, where they use drugs that they thought would be safe. Many of those lost didn’t necessarily grapple with addiction issues but were using recreationally but with tainted drugs. And far too many are dying from overdose because they’re using alone. Observed on the 31st of August every year, International Overdose Awareness Day (IOAD) seeks to create better understanding of overdose, reduce the stigma of drug-related deaths, and create change that reduces the harms associated with drug use. Overdose can affect anybody and one of the messages of this day is that the people who overdose are our sons, daughters, mothers, fathers, brothers and sisters – they are loved and they are missed. No family should ever have to go through the pain of losing a loved one because of overdose. Stigma around drug use Studies show that stigma is a major underlying factor driving the opioid crisis in Canada and acts as a major barrier to effective addiction prevention, treatment, and recovery efforts of the individual. The personal shame and public stigma attached to drug use have largely contributed to the worsening of the opioid crisis. Most of the public still think that substance use disorder or addiction only impacts people who struggle with homelessness or are on the streets, but most of the people dying from these toxic drugs are actually from families like our own, living in cities, suburbia, and rural communities. And while men 20 – 60 are at highest risk, rates are increasing at a faster rate for women, seniors (due to additional health issues/medications), and young children who are accidently exposed. According to the Canadian Mental Health Association, 21% of the population of Canada (approximately 6 million people) will meet the criteria for addiction at some point in their lifetime. When seen in this light, we begin to realize that substance abuse and addictions’ challenges are incredibly common across Canada. Risk Factors for an Overdose The following are the top risk factors for overdose: Tolerance Shift : Individuals with decreased tolerance due to recent release from incarceration, drug treatment/detoxification, hospitalization, abstinence, or intermittent non-daily use of opioids are at risk. Mixing Drugs: Combining opioids with other legal (including alcohol) or illegal substances may enhance their effects and thus increase the overdose risk. Previous History of Overdose: Individuals who have had a prior overdose event at any point in their lifetime are more likely to experience another overdose. Physical Health Issues: If a person’s body is already burdened with an acute or chronic illness (e.g., asthma, other substance use disorder, HIV, etc.), the person is more vulnerable to overdose. Variation in Strength/Content: Illegally purchased substances vary greatly in their strength (e.g., one bag of heroin or fentanyl might not be as strong as another bag even when obtained from the same seller). Switching Ingestion Method: How a person ingests a substance plays an important role in overdose risk. Injecting is usually riskier than other forms of administration, but an overdose can also occur when a person just swallows a single pill. Using Alone: If no one is there, no one can help. Overdose reversal can be effective 1-3 hours after use of the opioid, but the risk of fatality is high if the user is alone. Prevention and Harm Reduction If you use substances, follow these tips to reduce the chance of experiencing an overdose and to stay safe: Learn about Overdose Prevention Strategies and Support Lines (see resource links below) Don't use alone; but if you do, tell someone and use the Lifeguard App or Brave App Check for tainted drug warnings, and start with a small amount Do not mix substances, including alcohol Use where help is easily available (e.g. Supervised Consumption sites) Make a plan/know how to respond in case of an overdose Carry a Take Home Naloxone (THN) kit (Obtain a free kit learn how to use it before you need it) Talk to your health care provider about substance use and alternatives to toxic substances If you or your dependent family member are struggling with substance use, reach out to your EFAP for support. We’re here to help. If you want to participate in World Overdose Day events August 26th - 31st , follow these links to a list of events: https://www.overdoseday.com/ Support Lines and Services National Overdose Response Service (NORS) : a peer-run, peer-led overdose prevention hotline for Canadians providing loving, confidential, nonjudgmental support for you, whenever and wherever you use drugs. Call: 1-888-688-NORS (6677 ) Federal and Provincial Support Services : https://www.canada.ca/en/health-canada/services/substance-use/get-help-problematic-substance-use.html Other Resources Brave App: The Brave App connects app users with someone who can send help while using drugs alone. Users set up an overdose plan, detailing how, when, and who is sent for help; supporters activate the plan if an overdose is detected. https://www.brave.coop/app Lifeguard App: The Lifeguard App offers a lifeline to people using drugs alone -- by monitoring the window during which an overdose can occur. https://lifeguarddh.com/ Drug and Overdose information sites: https://www.canada.ca/en/health-canada/services/opioids.html https://cmha.ca/brochure/overdose-prevention/ Overdose Prevention Toolkits for Organizations https://ontario.cmha.ca/wp-content/uploads/2018/05/CMHA-Ontario-Reducing-Harms-Updated.pdf https://www.ccsa.ca/sites/default/files/2022-02/CCSA-Substance-Use-Workplace-Employers-Employees-Trades-Toolkit-2021-en.pdf

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 originally written by 12 Weeks to Wellness.

Feeling uncertain about international market shifts? We've got you covered. FSEAP - 100% Canadian. 100% Committed to Your Well-being.   In times of global economic uncertainty, FSEAP offers a uniquely Canadian Employee Assistance Program (EAP) solution—Dependable. Local. Responsible.   Shielded from international disruptions, our Canadian-made EAP remains unaffected by shifting global policies. FSEAP is the only non-profit EAP provider in Canada, with offices and service providers that are 100% Canadian. With us, you can feel confident knowing your organization is supported by a trusted, locally rooted network.   As a social enterprise, every dollar invested in FSEAP’s EAP program doesn’t just support your employees - it strengthens your local community. Unlike traditional providers, where profits benefit shareholders and executives, our model reinvests directly into community support initiatives. By choosing FSEAP, you create a robust safety net for your workforce while contributing to programs that build social capital and foster long-term community well-being.   Support Local. Choose Canadian. Choose FSEAP.

Employers are becoming increasingly aware of how personal financial difficulty is affecting performance at work, and ultimately, the bottom line. Employees who are stressed because of their finances are less able to focus on career and personal goals, are less able to communicate effectively and request more time off to attend to personal, legal, and medical matters. Financial stress can affect employees at any income level – it’s not how much you make, it’s what you do with what you’ve got. Employers are not only in a key position to provide money management information and assistance to employees; they will also benefit directly if they do. Benefits to Employers of Financially Fit Employees Include: Increased productivity  – employees are less distracted and are better able to stay focused on company objectives Decreased stress-related illnesses and absenteeism , incl. substance abuse, accidents on and off the job, tardiness Decreased HR costs  – fewer garnishments, pay advance requests, use of assistance programs Decreased theft  – not theft with malicious intent, but more out of desperation, e.g. “borrowing” money to make ends meet until next payday Increased ability to communicate and cooperate effectively  with colleagues and to take instruction from supervisors Early Signs of Financial Difficulty Continually carrying debt on credit cards, depending on overdrafts or lines of credit to make ends meet, using one form of credit to pay for another, hiding spending from a partner or using credit to pay for essential living costs are some of the early indications that someone may be heading for financial difficulty. Signs of more serious financial difficulty can quickly follow – receiving past due letters and collection calls at home or work, sleepless nights due to financial worries or legal action by creditors. Pay cheques don’t come with instructions – it’s up to us to learn sound money management skills and enjoy reaping the rewards! As working adults, we are expected to be able to manage our finances responsibly. However, many people aren’t taught how to do this. It’s never too late to learn how to build a budget, use credit wisely, stay out of debt and save for the future – all of which fit hand in hand with developing a good financial plan for our money. These are the main reasons we see why someone experiences financial difficulty: Lack of financial education or understanding of how to budget Unexpected Injury or Illness Unexpected separation from partner An excessive use of credit, or using credit for living expenses Having high loans and debt, such as student loans or car payments High housing costs Underemployment or unemployment Recognize Possible Indications of Financial Difficulty, Including: Unexplainable or frequent calls at work Repeated confirmation of employment / income requests Requests for time off to deal with legal matters Moodiness or depression Different interactive / social behaviour in the office, e.g. previously was happy to chat with colleagues but now is much quieter Physical signs of stress, e.g., a more unkempt look than previously, tiredness, nervousness, irritability Sudden inability to problem solve or conduct objective analyses Have Resources Available to Help Your Employees Ensure your company has an EAP provider and that they are able to assist clients in personal or financial matters. Have a list of reputable sources of assistance handy and made centrally available for employees to access confidentially. Know that your employees have the rights and responsibilities around debt collection. Set healthy professional boundaries - upsetting calls at work are unnecessary. Support an employee's efforts to living within their means by reviewing office practices - Is eating out for lunch the norm? Are dress codes in line with salaries? Are there solutions for these situations, such as having a friendly lunch room to dine in? Coming to an employer is usually a last resort. Most people experiencing financial difficulty will have already exhausted any conventional options available to them. If an employee comes to you, try to be as flexible as possible and try to accommodate their request for assistance, e.g. to change their payroll account on short notice. They may need to do this to avoid an offset or to deal with legal matters. What Employees Can Learn to Do to Help Themselves Tips to Avoid Common Credit Pitfalls Make it a habit to pay bills on time Keep paperwork and personal documents organized and up to date File personal income tax on time every year Be conscious of the cost of borrowing Make choices that are consistent with predetermined goals Pay credit cards in full every month Have savings to pay for unexpected expenses – avoid depending on credit in a crisis Develop a workable budget and review it periodically to determine if it is still helping you achieve your goals FSEAP's Financial Coaching & Credit Counselling FSEAP's Financial Coaching and Credit Counselling service offers consultations with CPAs and Certified Credit Counsellors to assist with taxes, accounting, budgeting, setting financial goals, and debt management. FSEAP clients have two options based on their needs. Financial Counselling offers ongoing financial and personal support, while Financial Consultation can provide quick, practical answers to common financial questions and concerns. Counselling is available both in person and by phone, while a 45-minute Financial Consultation is just a phone call away. Take control of your financial future today. Contact your EAP to get started. **** This article is originally published by Credit Counselling Society and Credit Counselling Canada.

The benefits provider market, particularly among Employee Assistance Program (EAP) providers, is crowded with options that offer seemingly identical services through cookie-cutter, increasingly virtual-only solutions. While these out-of-the-box offerings may allow organizations to quickly signal support for their staff, they often fail to provide the personalized care and attention that truly meets individual and organizational needs. What if there was a better way? FSEAP is Canada's only Employee Assistance Program provider that operates as a social enterprise. Our community-focused approach delivers a transformative experience for both your organization and its team members. With an unwavering commitment to social impact over profit, every business decision, process, and service is designed to promote the well-being of the whole person rather than simply improving the bottom line. Face to Face? We do that. We believe in client choice. Service delivery can take many forms, but ultimately, the decision should be yours. While advancements in technology provide the flexibility to connect at your convenience, face-to-face interactions remain essential for building strong relationships. Our expansive network of providers across Canada means you get the help you need in the way that’s most meaningful and helpful to you, whether in person or virtual. Service-Centric Decision Making Service provision that prioritizes financial growth over individual development can be counterproductive. At FSEAP, we adopt a user-centric approach, evaluating each case based on its unique needs and desired outcomes rather than focusing on financial returns. This commitment ensures that employees receive support tailored to their holistic well-being, fostering greater personal growth and self-improvement. Dedicated Organizational Support It is understandably frustrating to submit a request for assistance to a generic email address and receive a templated response. Genuine connections and robust relationships are cultivated through personalized, one-on-one service delivery. At FSEAP, our dedicated account managers take personal responsibility for ensuring that your organization receives exceptional service. This individualized attention plays a crucial role in achieving your organization's goals. By partnering with a team that understands the unique nuances of your industry, organization, workforce, and strategic objectives, you gain targeted support for your leadership, human resources team, and individual employees. Customization While off-the-shelf solutions may seem efficient, they rarely address the unique needs of every organization. Effective support requires customized rates, service levels, locations, and types of services that reflect the diverse needs of your team. FSEAP’s robust, data-driven service model is a proven success generator; however, its true strength lies in its agility. By tailoring our internal processes to match your organization’s specific requirements, we empower enhanced outcomes and cultivate a thriving organizational culture. Social Outcomes At FSEAP, our commitment as a social enterprise means that every investment in our EAP program not only supports your team but also benefits your local community. Unlike traditional providers where profits enrich shareholders and top executives, our model reinvests your dollars directly into community support initiatives. By creating a robust safety net for your employees, you simultaneously strengthen the community, channeling funds into programs that boost social capital and foster broader communal well-being.

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. According to a recent survey, 73% of employers now cite rising benefits costs as one of their top challenges [2]. In this context, EAPs are often treated as a checkbox—selected for cost, not impact. The result? Programs with low session limits, poor clinical standards, and minimal follow-up that don't truly meet the complex mental health and psychosocial needs of today’s workforce. But it doesn’t have to be that way. A proactive, high-quality EAP does more than just respond in crisis—it helps prevent burnout, reduce absenteeism, and support retention, all of which carry measurable cost benefits. When effectively implemented, EAPs can act as a financial multiplier—reducing claims on extended health benefits and disability insurance by providing early, meaningful support [3]. As mental health challenges continue to grow and benefit costs climb, the real risk is not spending too much on EAPs—it’s spending too little on a program that doesn’t work. Sources: [1] Benefits Canada. "Canadian health benefits cost trend increasing to 7.4% in 2025" [2] Benefits Canada. "73% of employers say rising benefits costs a top issue in 2025" [3] Forbes. "Harnessing the Financial Power of a Proactive EAP"

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, Llistosella, Mei Chen Yap].   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].   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+ 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 the 2022 global recruitment firm Robert Walters survey, 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 improve employee well-being significantly. According to the 2022 Mind the Workplace Report by Mental Health America, stress and distraction levels across workplaces continue to be significant. The report underscores that managerial support and a positive workplace culture are crucial in improving mental health outcomes for employees [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 worker mental health and engagement. A study conducted 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 mission is to ensure your people and businesses thrive through a continuum of employee and workplace health solutions.    At FSEAP, we understand workplace culture's crucial role 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 to 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 every step of the way-- 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, J. H. (2023). Global prevalence of low resilience among the general population and health professionals during the COVID-19 pandemic: A meta-analysis. Journal of Affective Disorders , 29-46. Llistosella, M., Castellvi, P., Miranda-Mendizabal, A., Recoder, S., Calbo, E., Casajuana-Closas, M., . . . Forero, C. (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 . Mei Chen Yap, F. W. (2023). Association between individual resilience and depression or anxiety among general adult population during COVID-19: a systematic review. Journal of Public Health , e639–e655. Mental Health America. (2023). 2023 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: 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

The holiday season brings joy and festivities, but it can also be a time of increased stress and emotional strain for many individuals, especially in the workplace. Organizations have a pivotal role in supporting their employees' mental health during this period. Here are five effective strategies for companies to care for their employees' well-being during the holidays: 1. Flexibility and Understanding: Recognize that the holiday season can be overwhelming for some employees. You can offer flexibility in work schedules where possible and allow for time off or adjusted hours to accommodate personal commitments or family events. This flexibility demonstrates empathy and understanding of the diverse needs of your workforce during this time. 2. Remind of Support Services: Reiterate the availability of mental health resources and support services. Make sure that employees are aware of the resources available and how to access them, such as FSEAP’s Resource Kits, Counselling, WorkLife Supports, e-Courses, online Self-Help Resources, and more! Communicating these supports clearly will emphasize your organization’s commitment to supporting employees' mental well-being. 3. Encourage Time Off and Boundaries: Advocate for the importance of taking time off to recharge. You can encourage employees to use their vacation days and emphasize the importance of setting boundaries between work and personal life. Discourage the expectation of constant connectivity during time off, allowing employees to fully disconnect and enjoy their holiday break. 4. Organize Stress-Relief Activities: Arrange stress-relief activities or initiatives within the workplace. This could include mindfulness sessions, yoga classes, or team-building exercises focused on relaxation and reducing stress. Providing opportunities for employees to unwind and practice self-care can significantly alleviate holiday-related stress. 5. Show Appreciation and Gratitude: Express gratitude and appreciation for your employees' hard work and dedication throughout the year. A simple thank-you note, a small token of appreciation, or a heartfelt message acknowledging their efforts can go a long way in boosting morale and fostering a positive work environment during the holiday season. By implementing these strategies, organizations can create a supportive and compassionate environment that prioritizes employee mental health during the holidays. Investing in employees' well-being not only cultivates a healthier workforce but also strengthens loyalty, engagement, and productivity within the organization. This holiday season, let's celebrate not just the festivities but also the well-being of those who contribute to the success of our workplaces.

For many of us, a substantial portion of our lives are spent at work. There are many key ingredients that go into crafting a healthy workplace that supports a thriving organization. One essential component? Psychological safety. What is psychological safety? Psychological safety revolves around feeling secure enough to take interpersonal risks, such as: Speaking up Sharing ideas Expressing concerns Dissenting respectfully Admitting mistakes A psychologically safe workplace is about fostering a work culture that encourages these behaviors without the fear of damaging one’s self-image, reputation, status, or career. This type of workplace promotes growth, learning, and positive change for the individual and the workplace, while positively motivating employees to engage actively and authentically at work. Why does psychological safety at work matter? Research shows a tangible impact of psychological safety on: Better collaboration Heightened trust Increased engagement in training and quality assurance Enhance job satisfaction Improved overall performance A lack of psychological safety also unsurprisingly directly correlates with stress, burnout, and higher job turnover rates. How can you help build psychological safety at work? While psychological safety is not solely reliant on personal traits, cultivating a safe and supportive work environment can still depend on your general attitude toward work. For example, you may experience a higher level of safety and satisfaction if you have a “growth mindset” - meaning you see skills as something that can be learned and improved on with effort rather than a fixed innate talent, and that mistakes are essential to learning rather than signs of inadequacy. However, even if you have these traits, a supportive workplace culture is still important for a thriving workplace. Something else to be mindful of are the diverse cultures and backgrounds in the workplace. Certain communities, such as BIPOC, experience different social stigmas and standards compared to others. Keeping in mind how different cultures may understand and define inclusion can greatly impact your organization’s approach to psychological safety. Building psychological safety from a leadership position: The way that leaders approach and interact with employees sets the foundation for the team. Here are a few tips on how to build a psychologically safe workplace: Prioritize relationship-building, equity, and inclusivity. Trust is established by being consistent, supportive, and fair. Embrace a growth mindset when interacting with your team. Encourage initiative, effort, and improvements, and view mistakes as opportunities for collaboration and growth. Provide clear expectations and structure. Lead by example: share ideas, voice opinions respectfully, and own up to mistakes without self-criticism. Exhibiting strong leadership behaviors can influence employees positively. Get to know people who report to you and build trust by being consistent, supportive, and responding with empathy. Understand when employees share their personal challenges and encourage self-care and boundaries. Learn about your team’s strengths and limitations and provide equal opportunities and reasonable accommodations that can help your team thrive. If you’re not in a leadership role: Many of the same suggestions still apply! As an employee, you can build a culture of greater psychological safety by: Focus on fostering relationships with your colleague through kindness and support. Develop a growth mindset, and treat mistakes as learning opportunities and be thoughtful about what led to them. Model behavior you want to see by taking interpersonal risks and sharing thoughts and ideas - unless your workplace penalizes such actions. In that case, this is a good opportunity to advocate for policies and practices that support workplace psychological safety, Building psychological safety takes time and dedication, but the payoff is invaluable. A healthier workplace that allows authenticity and active engagement is a workplace that can flourish - it’s an investment well worth making. This article was inspired by MindBeacon.

Written by Gregg Taylor, Regional Director of FSEAP Deciding to talk with someone out of concern for their mental health, especially an employee or colleagues, may feel daunting. You may wonder what's appropriate to say, whether you will come across as judgmental, or fear that you will 'get it wrong' or misinterpret what you are seeing. The reality is that if someone is struggling with personal distress or mental health concerns, open non-judgmental communication and connecting is what they need most - as no amount of hiding will help them feel better or deal with their challenges effectively. At some point, it’s much better to deal with a suspected problem directly and offer what may be much needed help or support. Everyone needs help sometimes. Below are a number of tips and strategies for recognizing when an employee or colleague might need a helping hand, and describes how to reach out in a way that is respectful and supportive. Here are a few signs that things may not be going well for an employee or colleague: arriving late for work more often than not (or not checking in regularly if working remotely) frequently calling in sick making up excuses for overreacting or becoming more angry than the circumstance warrants not remembering what to do or not being able to concentrate making excessive mistakes - or performing inconsistently or below normal levels shifting unexpectedly from easy-going to grouchy; becoming difficult to be around, snapping at colleagues for no reason avoiding responsibility, or refusing to take responsibility avoiding socializing and withdrawing from normal conversation showing up at work with signs fatigue or exhaustion The iceberg analogy - behaviours seen, underlying causes unseen. Knowing when and how to help. So, what do you do when you think someone might need a helping hand and you’re willing to offer them yours? Before you do anything, first check in with yourself. Is this the best time for you to have this conversation? Are you feeling calm enough, well enough, strong enough? If you are, great! If not, take a moment to get grounded yourself so you can focus on the other person in the moment. Be prepared for a variety of responses. They might be open to talking to you, or may become emotional or even respond with anger or defensiveness, not ready to hear what you have to say. They might be offended and suggest you've made a mistake, or tell you to mind your own business. Whatever their response, it’s important that you know and maintain your own boundaries, and respect the other person’s willingness or unwillingness to accept your support. You are simply trying to state what you’re observing, and offering support in response. Follow these five steps to lend a helping hand: Ask if your employee/colleague is willing to chat with you. Find a quiet space that’s private for this conversation, or ensure there is privacy (on both ends) of a phone or video call. Focus the discussion on what you’ve noticed - changes in behaviour, appearance, performance, or attitude - and share your concern for their well-being. Leave room for a response and listen to them without judgment. This is crucial, and will go a long way to inviting openness and sharing. (If they aren't ready or willing to talk, remind them that you are there to talk and listen any time.) Ask them what they need and how you can help. Reassure them that you will respect confidentiality. Depending on the issues that surface, suggest they access appropriate professional support, and remind/inform them of any available services such as their EAP, extended health benefits, or other community health services. If they are reluctant to call or reach out on their own, suggest you make the initial call together. Remember, you're not there to diagnose the problem. It’s not on you to diagnose any issue, or provide counselling. You are offering a helping hand to someone you’re concerned about, suggesting suitable help, and fulfilling your mandate as a manager which is to: ensure the psychological health & safety of your employee or colleague confirm that their well-being is appropriately supported verifying that they can continue to work safely and taking appropriate action to address any issues related to poor performance and the well-being of the overall team. While you should always emphasize that sharing personal information is voluntary, and that a person can maintain their privacy, as a manager you may need to establish a performance management plan if changes in workplace behaviour have become an issue of concern. Giving and receiving help. Remember, it's completely reasonable for you to ask for support before, during, and after this process as well. Consult with your manager, an appropriate leader, HR staff, or your EAP, for guidance and feedback on your approach. Author: Gregg Taylor is Regional Director of Family Services Employee Assistance Programs (fseap). Gregg is a Registered Clinical Counsellor and Chartered Professional in Human Resources (CPHR) and is a leader in the workplace mental health and wellness field. His specializations include Psychological Health & Safety in the Workplace, Wellness programs based on the principles of 'Workplace Psychological Wellness and Mental Fitness', and evidence-based positive psychology practices that contribute to healthy and effective workplaces.