'It must be accessible, effective, and well-known among employees'
As mental health challenges persist across the country, many Canadian workers are not making use of the employer-provided supports available to them, a new report reveals.
Three in 10 (30 per cent) Canadian employees have experienced a decline in mental health. according to findings from Dialogue.
Among them, worsening financial health (29 per cent), continued sleep issues (26 per cent) and lack of physical exercise (23 per cent) are the biggest issues.
This, in turn, fuels anxiety and burnout, making it harder to meet the demands of the workplace, notes the company.
"We've seen over the years how Canadian workers are increasingly burdened with the demands of both personal and professional expectations,” says Dr. Stephanie Moynihan, associate medical director at Dialogue.
Life satisfaction among Canadians has been dropping over the past few years, according to a previous report from Statistics Canada (StatCan).
Barriers to accessing care
Canadians are eager to improve their well-being. But too often, barriers stand in the way of getting the right support at the right time, notes Dialogue.
These include time constraints and issues around the costs of accessing care.
“When employees struggle to prioritize their health or care for loved ones, the effects ripple into the workplace, leading to increased absenteeism, lower productivity, and heightened stress,” says Dialogue.
Worker’s desire to improve their health and wellbeing lead to fewer missed days at work, according to a previous report from TELUS Health.
Also, most Canadians feel more productive when they can manage work-life challenges.
“Taking care of your health isn't just about staying physically healthy but about nurturing your mind, too," says Moynihan. "Once we've acknowledged it, we can start trying to solve it. To tackle this, employers can better provide employees with the right tools at their disposal, which can range from treatment-based solutions, self-serve resources, habit trackers, and wellness activities."
EAP: The workplace benefit blind spot
Employees are increasingly open to the idea that workplace benefits—like employee assistance programs (EAPs)—can play a pivotal role in their well-being, notes Dialogue.
“They recognize the peace of mind that comes with having accessible support,” the company says.
Currently, 80 per cent of employers offer access to an EAP. And 70 per cent of HR professionals report that these benefits contribute to increased employee engagement, reduced absenteeism, and improved retention.
However, 65 per cent of employees have never used their EAP benefits for mental health support.
Only 16 per cent of employees understand these benefits very well.
“The missing piece is that for an EAP to truly drive meaningful change, it must be accessible, effective, and well-known among employees.”
There are several things the employers can do to create a simple and easy-to-use wellness program, according to Randstad. These include:
- Clear communication: When introducing new wellness perks and benefits clear communication is imperative. Your employees must fully understand the services available, their importance and how to access them.
- Consistency: Offering programs and then failing to follow through or canceling them with little or no notice could cause more damage than good. For instance, if you implement a new walking club at lunch but frequently cancel it due to other obligations, it could frustrate your employees.
- Digital tools: There are many digital tools available today, such as employee recognition and rewards platforms, to help your employees manage their wellness perks and benefits. This can give them access to the information they need at work or home.
Earlier this year, the Canadian Centre for Occupational Health and Safety (CCOHS) released two resources to help employers cater to the mental health needs of their workers.
