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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

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.

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.