Every week, 500,000 Canadians miss work due to mental health issues—yet most employee benefit plans offer little more than token coverage. So, workers get only a small part of what they need for complete care.
“Corporate culture” has become a meaningless buzzword when it comes to workplace wellness. We can define a healthy culture as “shared values, open communication and the psychological safety of a collaborating team”. So how then, have corporate think tanks and focus groups translated this into pizza parties, team axe-throwing and casual dress Friday?
We all love seeing Carol from HR in her bedazzled Wranglers during Stampede week. But Carol’s contribution to corporate culture can be so much more. The potential for real culture transformation is huge. This is possible when employers and HR teams put mental health programs in place that are useable and help employees feel supported.
Beyond Token Coverage
Mental health presents many challenges. Treatment options vary widely. But building tailored support systems is easier than you might think.
Today, one of the most effective solutions is an Employee Assistance Plan (EAP). This is a company funded support program that provides complete and ongoing help for its workers.
In the past, employee benefits provided staff with a yearly amount (generally $300-$500). This offered just enough to cover their mental health needs over a couple of initial therapy sessions—leaving them with inadequate coverage to continue support.
For most people, two therapy sessions are about as useful as a coupon for half an oil change. Complete, or “comprehensive coverage” was out of reach for many employees. With poor coverage, a lot of employees left this benefit unused.
The New Standard
Some modern EAPs may offer improved support features. For example, certain programs allow employees to access the first of five sessions within 48 hours to get the support they need.
Other enhanced programs provide both in-person and virtual options, allowing individuals to select their counselor and easily make changes if the fit isn’t right. In these programs, when sessions conclude, the same practitioner may remain available at around $90 per hour—significantly less than traditional therapy rates.
Employees can then use their regular benefits coverage, Health Spending Account (HSA), or pay out-of-pocket. This lets them get more help or continue their care.
The Business Case
The numbers tell a compelling story: Mental illness accounts for 70% of workplace disability costs. This means small, effective support systems drive big savings for employers.
Missed workdays cost Canadian employers over $640 million each year. This creates overwhelming environments that stress remaining coworkers—it’s a domino effect.
More access to mental health services may help create an environment for happier, healthier people—the kind of people that help build positive workplace culture. When combined with proper education on how to access benefits, comprehensive EAPs have shown potential for measurable workplace improvements in participating organizations.
The True Return on Investment
Benefit plans that masquerade as mental health support while offering minimal coverage merely create the illusion of care—they help no one.
For less than the cost of a few team-building exercises, you can set up an innovative EAP that provides employees with real care and offers them a safe support system. No extra pizza parties required—just real investment in your people’s wellbeing.
Sources: Mental Health Commission of Canada (2023); Bloom Benefits Group (2025); Benefits Canada (2023); Manulife Financial (2022)
The author represents Bloom Benefits Group, an advertiser within this publication. This article provides general information only and is not professional mental health advice. Consult qualified healthcare professionals for individual guidance. Results, costs, services and features may vary between different EAP providers.
