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How Employee Assistance Programs provide a network of solutions for mental health and wellness
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IN TODAY'S workplace, where stress, burnout, and financial worries seem to have become the norm, one of the most powerful tools for supporting employees often flies completely under the radar: the Employee Assistance Program (EAP). Offering a comprehensive safety net for everything from mental health to financial struggles, the truth is an EAP is more essential than ever – and can make a world of difference to both employees and the organizations they work for.
As Michael Bradie, vice president of market development and growth at Sun Life, points out, “The ability to influence health outcomes makes an EAP one of the most impactful tools for employees. It’s a fast, confidential, and effective way to support employees dealing with many different challenges.”
Despite their immense potential, EAPs are often overlooked or misunderstood by both employers and employees. Many see them as dusty relics of an older era, when, in reality, they have evolved into highly efficient, digital-first platforms that provide timely and critical support for employees.
Sun Life is a leading international financial services organization providing asset management, wealth, insurance, and health solutions to individual and institutional clients. Sun Life has operations in a number of markets worldwide, including Canada, the United States, the United Kingdom, Ireland, Hong Kong, the Philippines, Japan, Indonesia, India, China, Australia, Singapore, Vietnam, Malaysia, and Bermuda. As of June 30, 2024, Sun Life had total assets under management of $1.46 trillion. For more information, please visit www.sunlife.com. Sun Life Financial Inc. trades on the Toronto (TSX), New York (NYSE), and Philippine (PSE) stock exchanges under the ticker symbol SLF.
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Welcome to the EAP evolution
support for challenging team-related situations and issues, such as return-to-work integration or performance
Manager coaching
“An EAP provides a clear return on investment, not just in terms of employee satisfaction but also in lowering rates of absenteeism and improving overall company culture”
Michael Bradie,
Sun Life
The growing emphasis on mental health is undeniable, and statistics reflect a surge in Canadians seeking the support they need. According to Sun Life client data from 2019 to 2023, the number of plan members making mental health practitioner claims grew by more than 100 percent, meaning it more than doubled during this period.
This number highlights a significant shift in how employees are now seeking out and using their group benefits. “Over half of the reasons employees reach out are related to mental health, making it one of the core reasons people turn to EAPs,” Bradie shares. “They often serve as the first step to getting help.”
Another factor that significantly impacts mental health is financial stress. Given the current economic climate, it’s becoming an increasingly common concern. Bradie emphasizes that Sun Life’s EAP provides a vital connection between these two critical aspects of employee well-being, including live virtual sessions with follow-ups to ensure continued support. For those who need more care, their group benefits coverage might even cover the costs. Flexibility is key to provide high-quality, immediate care with the option to continue working with the same provider if more help is needed.
Depending on the concern, employees can access up to four sessions without any cost,” Bradie explains. “The support is tailored to employees’ needs.”
For employers, the business case for an EAP is just as strong as the other benefits available in a plan for employees. At just a few dollars per employee per month, an EAP is one of the most cost-effective benefits an organization can offer. It directly supports key issues, all while fostering a culture of well-being.
“Employers are mindful about where they invest their dollars,” Bradie acknowledges. “An EAP provides a clear return on investment, not just in terms of employee satisfaction but also in lowering rates of absenteeism and improving overall company culture.” In fact, research from Dialogue indicates that 80 percent of employees report higher job satisfaction when their workplace promotes a culture of wellness, with nearly half feeling more supported and engaged at work. In fact, 89 percent of employees believe their employers should focus on workplace culture.
support. Employees may be reluctant to reach out, believing they’ll be stuck waiting for weeks to speak with someone. However, a modern EAP like Sun Life’s offers nearly instantaneous access to care. “Employees are triaged within minutes and can book appointments with health professionals in less than 24 hours,” says Bradie.
Whether it’s debt management, legal advice, or navigating relationship challenges, an EAP provides a vast network of professionals who offer real, actionable solutions.
The modern EAP is much more than just a hotline. Today’s programs are built on integrated digital platforms that streamline access and provide a seamless experience for users. Employees can now receive personalized assessments, book appointments, and access self-help resources all from a single centralized platform. This ease of use promotes higher engagement and ensures that employees don’t have to jump through hoops to receive the support they need.
EAPs are evolving to meet the specific needs of different employee groups. For example, Sun Life’s EAP includes manager coaching services, offering support to leaders who are navigating complex team dynamics, such as employees returning to work after a disability leave or managing remote teams.
By embracing and promoting the use of an EAP, employers can foster a healthier, more productive environment while delivering tangible results in employee satisfaction and retention.
As Bradie emphasizes, “At Sun Life, we are passionate about supporting the health and well-being of millions of Canadians. Our EAP helps employees manage the twists and turns of life, offering fast, confidential, and convenient access to care when they need it most.”
For plan sponsors, an EAP offers a cost-effective, high-impact solution that enhances employee well-being, reduces absenteeism, and fosters a positive company culture. For employees, an EAP is a confidential and accessible lifeline for tackling personal and professional challenges.
Further information can be found here.
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A broad umbrella of support
Breaking down misconceptions
Published October 21, 2024
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“The ability to influence health outcomes makes an EAP one of the most impactful tools for employees. It’s a fast, confidential, and effective way to support employees dealing with many different challenges”
Michael Bradie,
Sun Life
support for women’s health-specific areas of concern regardless of where they are in their health journey
Women’s health
live virtual coaching and therapy sessions for stress, anxiety, grief and loss, and more
Mental health
coaching, therapy, or referrals for relationship issues or caregiving responsibilities
Family and relationships
support for financial planning concerns and common legal issues such as property damage
Financial and legal
EAP support for the supporters
People leaders are often faced with challenging team and team member issues. The EAP can help them address a wide range of issues such as:
Returns to work
Challenging employee situations
Managing employees remotely
Addiction issues
Impact of a death or illness
Unlocking the hidden retention value of employee assistance programs (EAPs). Dialogue, 2024.
Ibid.
For employers who offer an EAP, the benefits are clear: 41 percent of employees feel more satisfied with their job, 35 percent feel more supported at work, 28 percent report better relationships with their managers, and 38 percent feel the company has a stronger, more positive culture overall. “These stats speak for themselves,” Bradie says. “An EAP doesn’t just improve health outcomes for individuals; it enhances the overall health of the organization.”
One of the biggest barriers to EAP utilization is the lingering misconception that employees’ participation will be visible to their employer. Bradie clarifies, “That couldn’t be further from the truth. An EAP is completely confidential, and employers never have access to any details about who is using the program or for what reason.”
Another misconception is that an EAP doesn’t provide timely
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