2 in 5 workers in Canada don’t know what an EAP is


A recent survey conducted by Morneau Shepell found that two in five workers in Canada do not know what an Employee Assistance Program (EAP) is. The survey also revealed that only 45% of employees are aware that their organization offers an EAP. These findings have significant implications for HR leaders, as EAPs are an important tool for supporting employee mental health and well-being.

Key Takeaways for HR Leaders:

1. Lack of awareness: The survey highlights a concerning lack of awareness among Canadian workers about EAPs. This lack of awareness may prevent employees from accessing the support and resources available to them through these programs. HR leaders should prioritize increasing awareness and understanding of EAPs among their workforce.

2. Importance of communication: The survey results underscore the importance of effective communication from HR teams regarding the availability and benefits of EAPs. HR leaders should ensure that employees are regularly informed about the EAP and its services through various channels, such as emails, intranet, posters, and employee meetings.

3. Addressing stigma: The survey findings also suggest that there may be a stigma associated with utilizing EAP services, as some employees may be hesitant to seek help due to concerns about confidentiality or potential negative consequences. HR leaders should work to address this stigma by emphasizing the confidential nature of EAPs and promoting a culture of openness and support.

4. Training for managers: The survey found that employees who were aware of their organization’s EAP were more likely to have received information about it from their manager. This highlights the importance of providing training and resources to managers so they can effectively communicate and promote the EAP to their teams.

5. Tailoring EAPs to employee needs: The survey also revealed that employees are more likely to use the EAP if it offers services that are relevant to their specific needs, such as mental health support, financial counseling, or work-life balance resources. HR leaders should ensure that the EAPs offered by their organization are comprehensive and tailored to meet the diverse needs of their workforce.

In conclusion, the survey highlights the need for HR leaders to increase awareness and understanding of EAPs among employees, improve communication about the availability and benefits of these programs, address stigma, provide training for managers, and tailor EAPs to meet the specific needs of their workforce. By taking these steps, HR leaders can ensure that EAPs are effectively utilized as a valuable resource for supporting employee well-being.