Suicide prevention is a shared responsibility, and workplaces can play a meaningful role in helping people feel seen, supported, and connected to care. For employers, managers, and teams, the goal is not to turn colleagues into counsellors—it is to build a culture where people know how to notice changes, start compassionate conversations, and connect someone to the right help quickly. When organizations make mental health and suicide prevention part of everyday workplace safety and well-being, they reduce stigma and make it easier for employees to ask for support before a crisis escalates. Some warning signs may include a noticeable change in behaviour, increasing withdrawal or disengagement, missed deadlines, severe irritability, expressions of hopelessness or despair, increased stress or anxiety, chronic fatigue, or comments that suggest someone is thinking about self-harm or suicide. If you are worried about someone, approach them with care, listen without judgment, and ask directly if they are thinking about suicide. Asking does not increase risk; it can open the door to an honest conversation and help connect the person to support such as an Employee Assistance Program, health benefits, a mental health professional, or community crisis resources. Managers and co-workers do not need to have all the answers, but they can notice, ask, listen, and help someone reach professional support. For organizations, prevention also means being proactive: promoting available supports often, training leaders and teams to recognize risk, creating psychologically safe spaces for conversations, and responding with care after a crisis, suicide attempt, or suicide loss. EAP providers can support organizations after suicide attempts or suicide losses through critical incident response, grief support, consultation, and resources that help leaders care for affected teams. If someone is in immediate danger or has already taken steps toward suicide, call 911. For employees and family members who are eligible for EAP services, confidential support is available 24/7 through the EAP. For those who do not have access to an EAP, or who need community crisis support, call or text 9-8-8 in Canada for 24/7 support. Download the MHCC toolkit: We encourage employers, managers, and workplace teams to use the attached suicide prevention guide as a practical resource for recognizing warning signs, having supportive conversations, and strengthening workplace mental health supports.

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.

Reach FSEAP for confidential Employee and Family Assistance Program support, business inquiries, or partnership opportunities. Contact our national head office or regional offices across Canada for 24/7 assistance, service information, and new clinical affiliate inquiries. Your organization must have an FSEAP contract to access services. CONTACT US Employee or Member Assistance Log in to learn more about available services and the contact numbers specific to your organization, access online resources, or submit a service request. Access Service *Your employer or union must have a contract with FSEAP in order to access service. Customers and Business Inquiries To learn more about our services or how we can help your organization: Request a Quote FSEAP Corporate Offices New Clinical Affiliates To learn about our provider network and qualification requirements, click here . Join Our Network Submit an Application National Head Office Telephone Toll-free: 1-844-720-1212 (English/French) TTY: 1-888-234-0414 (M-F, 9:00 AM - 5:00 PM ET) TTY to Voice: 7-1-1 (Telus Relay Service (TRS) 24/7) Email info@fseap.ca Mailing Address 312 Parkdale Avenue, Ottawa, ON, K1Y 4X5 Opening Hours Mon - Fri: 9 am to 5 pm Eastern Corporate Regional Offices (Canada) Atlantic (New Brunswick, Newfoundland and Labrador, Nova Scotia, Prince Edward Island) Office phone: 519-966-5010 Sales/Account Services: 1-844-720-1212 Central (Ontario, Quebec) Windsor 1770 Langlois Avenue Windsor, Ontario N8X 4MS Office phone: 519-966-5010 Sales/Account Services: 1-844-720-1212 Ottawa 312 Parkdale Avenue Ottawa, Ontario K1Y 4X5 Office phone: 613-725-5676 Sales/Account Services: 1-877-725-5676 North (Northwest Territories, Nunavut) Sales/Account Services: 1-888-280-9675 Pacific (British Columbia/Yukon) Vancouver 301 - 1638 East Broadway Vancouver, British Columbia V5N 1W1 Office phone: 604-732-6933 Sales/Account Services: 1-877-489-6933 Prairies (Alberta) Edmonton 20 - 9912 106 Street NW Edmonton, Alberta T5K 1C5 Office phone: 780-448-0847 Sales/Account Services: 1-888-280-9675 Prairies (Saskatchewan, Manitoba) Regina 200 – 1440 Broadway Avenue Regina, Saskatchewan S4P 1E2 Office phone: 306-757-6675 Sales/Account Services: 1-866-757-6620

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 Are you an employee and looking to access your EAP? Login to your myFSEAP 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 Suicide Prevention at Work: Why Awareness and Early Support Matter Suicide prevention is a shared responsibility, and workplaces can play a meaningful role in helping people feel seen, supported, and connected to care. For employers, managers, and teams, the goal is not to turn colleagues into counsellors—it is to build a culture where people know how to notice changes, start compassionate conversations, and connect someone to the right help quickly. When organizations make mental health and suicide prevention part of everyday workplace safe Five Workplace Health Trends Canadian Employers Can't Ignore 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 (E 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 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

Empower your organization with FSEAP’s workplace training programs. Choose from a wide range of workshops and seminars covering mental health, leadership, team building, financial wellness, and personal development. Flexible delivery options support employee resilience, productivity, and well-being—customized for your workplace needs. TRAINING PROGRAMS Learning programs and resources for leaders and employees. Workplace Solutions Workplace Training Training Programs The Supportive Workplace Manager Supports Management Consultations The Supportive Workplace Well-being Strategies Leadership Coaching Workplace Supports Critical Incident Response Management Referral Specialize Workplace Interventon Mediation/Conflict Resolution Substance Abuse Professionals Services Wellness Challenges Resilient The content on this page is currently available in English only, a French version is under development. WORKPLACE TRAINING Training Programs Workplace learning programs resource employees to better manage stress, change, relationships, and their careers--fostering resilience and improved productivity for your organization. FSEAP has a range of workshops and seminars that enable employees at all levels to master common work and life challenges and improve their effectiveness. Topics cover a broad range of issues related to work performance, personal health and well-being, team functioning, and organizational development. Training sessions are available from one hour to one day in duration. Varying group sizes balance intensity and participation. Some training sessions are designed exclusively for Webinar delivery (as indicated), while other short-format sessions may be adapted for either in-person or Webinar. Workplace Health Building Effective Teams Bullying, Violence, & Harassment Compassion Fatigue & Vicarious Trauma Conflict in the Workplace Coping with Organizational Change Dealing with Difficult People Effective Workplace Communication Grief and Loss in the Workplace Healthy Living for Shift Workers Managing Multiple Priorities Mental Health in the Workplace Organizational Resiliency Positive Leadership Respect in the Workplace Skills for Managers Substance Abuse Awareness Supporting Struggling Employees Trauma in the Workplace Money & Finances Budgeting & Money Management Credit and Borrowing Debt Management Dealing with Money Worries Holiday Spending Challenges Identity Theft Investing Basics Managing Money in Relationships Money Basics for Newcomers Planning for a Baby Preparing for Home Ownership Preparing for Income Loss Psychology of Spending Retirement Strategies Raising Financially Responsible Children Saving for Post-Secondary Education Vacations on a Budget Guiding Families Caring for the Caregiver Dealing with Bullying Effective Communication for Couples Parenting: Your Toddler and You Parenting: Your School Aged Child Parenting: Your Teenager and You Parenting through Divorce and Separation Parenting in Blended Families Positive Parenting Strategies Relationship Dynamics The Sandwich Generation Mental Health & Well-being Dealing with Anger Depression & Low Mood Dimensions of Wellness Increasing Assertiveness Healthy Sleep Strategies Mindfulness in Everyday Life Overcoming Anxiety Seasonal Affective Disorder Self-Care & Self-Compassion Stress Management Strategies for Building Resilience Surviving the Holiday Season Work-Life Balance Health Aging Well Athletic Performance Coaching through Change Core Strength & Stability Desk Exercising Exercise & Fitness Health Screening Healthy Attitudes & Lifestyle Practices Healthy Workplace Habits Improving Energy Levels Men’s Health Preventing Slips and Falls Smoking Cessation Technology & Health Understanding your Metabolism Women's Health Nutrition Chronic Disease Prevention Eating as a Family Eating for Shift Workers Grocery Shopping & Labels Healthy Eating & Eating on the Go Healthy Workplace Habits Meal Planning & Preparation Mindful Eating Nutrition Strategies for Stress Optimizing Food for Performance Career Planning Career Laddering Leveraging your Transferable Skills Mid-Life Career Changes Retirement Lifestyle Planning Time Management If you are interested in a topic that you do not see listed, please contact us to discuss options for development of a custom session. Want to learn more about our training solutions? Connect with a workplace consultant to find a training solution that meets your needs: Phone: 1.844.720.1212 Email: training@fseap.ca