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Employee
assistance
programs and
mental health
issues
Optimize your Employee Assistance
Program (EAP) to respond to mental
health-related issues. At your next
negotiation, consider some of the
following strategies.

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 Yes, these resources really are free!
The following information is taken from Elements and Priorities for
Working Toward a Psychologically Safer Workplace, courtesy of the
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Mental Health Commission of Canada.

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Some ideas to consider for maximizing
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your EAP's responsiveness
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Choices about the method of counselling offered – Counselling
services should be available to suit a variety of individual
preference, including a choice of face-to-face, e-counselling,
telephone counselling or group sessions.

Stay at work services – This should include the ability to intervene

before someone is off work to solve performance and/or conflict
issues.

Education and information sessions related to workplace mental

health for management and employees – Some organizations
request up to 100 hours per year be included, but to be effective
there must be incentives for employees to attend.

Assessment and referral services – This should include services for

assessment or referral for assessment when mental illness is
suspected, and links to relevant and credible resources.

Continuation of treatment a er maximums are reached – Work to

have options for employees to continue to contract with a specific

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 EAP provider
Yes,after
thesethe allottedreally
resources sessions, by paying through other
are free!
benefit amounts or out of their own pocket. It is important to have
safeguards to ensure this is done for the benefit of the employee
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and not the provider.

Awareness of community resources – Request that your EAP

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employees to community resources for mental health issues,
addiction and other related issues, where appropriate. Bookmark

Provision of a mental health resource list – Request that the EAP

provide a list of relevant community resources for employees.

Qualifications and expertise – Ensure EAP providers have a

minimum standard of qualification and use evidence-based
approaches, e.g., Master of Social Work (MSW) or psychologist.

Setting targets for EAP usage – Request that an average % of

employees who will use EAPs be established. Put safeguards in
place to help ensure that no charges be incurred for over-usage
within the contract duration. This can help with budgeting and to
ensure the plan supports more users to get the help needed.

Referral to appropriate service providers – Ensure there is a

service that directs employees to the most appropriate provider
with the expertise to provide support for their specific area of
concern, e.g., addiction, couples counselling or eating disorders all
require very different areas of expertise.

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 The above material reprinted
Yes, these with permission
resources by the Mental Health
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Commission of Canada

The following questions and answersSearch FR Sign in

are reprinted with permission of Create profile
the Employee Assistance Society of North America:

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How can we maximize our Employee Bookmark

and Family Assistance Program (EFAP) to

respond to mental health-related issues?
It is a voluntary and confidential service to help employees at all levels
and, in most cases, their family members (dependents) who have
personal concerns that affect their personal well-being and/or work
performance. It can include telephonic, face-to-face and electronic
counselling to help resolve problems and address concerns. The service
is usually free of charge to you and your staff, and, in some cases, your
family members. These programs are also referred to as Employee and
Family Assistance Program (EFAPs).

The cost to the employer may vary, but usually ranges between $2 and
$4 per employee per month. The more employees are covered, the less
are the costs per employee. Smaller employers can sometimes join a
local consortium of small to medium-size employers for greater cost
reduction.

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Who offers this service?
In most cases, the counselling servicesSearch FR Sign in
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counsellors through a contractual agreement with an outside provider.

Some larger organizations may have this service in-house (counsellors
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leaders of the organization, and colleagues). Special measures
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are, in these cases, put in place to assure confidentiality.
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Quality Assurance
There is a recognized accreditation program for EFAPs in North America
through the Council on Accreditation (COA). The organization may have
someone who oversees the provision of the EFAP and can perform
quality audits. In addition, EFAP counsellors are usually mental health
professionals, members in good standing with a professional college or
association in their province or territory, and are required to abide to a
professional code of ethics. It is important for employers to ask about
the quality assurance process of any potential EFAP provider.

Can an EFAP help my team work

better/adjust to changing times?

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 In addition to helping employees
Yes, these through
resources individual
really are free! assistance, most
EFAPs also provide on-site workplace interventions to address
workplace stressors, including violent or aggressive behaviours,
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unresolved conflict, poor team performance due to psycho social
stressors, the death of a colleague, or injury at work. Some can perform
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workplace assessments that can
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help identify behaviours
Resources for
and practices
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strategies that areleaders
contributing to the workplace health problems, including
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absenteeism, presenteeism and poor team performance. They can assist
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through restructuring, workforce adjustments, and other transitions that
create stress on your employees. Coaching managers in how to assist
employees who experience mental health problems can be available as
well. There may be some cost for these services.

Some types of workplace interventions

that may be offered by an EFAP:
Stress Management

Conflict Resolution
Management Coaching

Grief and Loss

Trauma and Critical Stress Management

Career Counselling

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 Health Promotion
Yes, these(Nutritional, Smoke
resources really areCessation,
free! etc.)
Emergency Preparedness

Return-To-Work Facilitation Search FR Sign in Create profile

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Contributors include: EASNA Mary Ann Baynton Mental Health Bookmark

Commission of Canada Workplace Strategies team

Published on Jan. 1, 2016 .    Last reviewed on Jan. 6, 2022

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 Article tags
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#psychological health and safety #programs #mental illness

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Billiam1
Posted on July 4, 2021
I need to find a counselor but im not sure where and who to go?

MaryAnnB
Posted on July 6, 2021
Start here and ask for help finding the right person for you: Wellness
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 Wellness Together Canada
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Front Line Workers, text the word FRONTLINE to 741741 Call 1-866-
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585-0445 (Adults) or 1-888-668-6810 (Youth)

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