Only 16 percent of Canadian employees understand their EAPs, despite widespread employer access
Although 80 percent of employers offer employee assistance programs (EAPs), only 16 percent of employees understand these benefits well, according to a new Dialogue report.
Dialogue Health Technologies Inc.'s 2025 State of Workplace Well-being report, developed in partnership with Leger, highlights the ongoing challenges Canadian workers face in accessing and understanding available mental health supports.
This disconnect has direct implications for plan sponsors aiming to reduce absenteeism, increase engagement, and improve retention—goals that over 70 percent of HR professionals say are supported by EAPs.
Despite the availability of mental health resources, 65 percent of employees have never used their EAP for mental health support.
The report points to barriers such as unclear benefit information, limited appointment options, and long wait times, which hinder timely access to care.
According to Kelsey Lander, associate vice-president, Consumer Insights at Leger, “Employees often don’t know that their employee assistance program offers more than just mental health support.”
She added that this lack of awareness means many miss out on resources such as financial counselling, legal aid, and wellness coaching.
Plan sponsors are encouraged to address this awareness gap by enhancing communication strategies that highlight the full scope of EAP services.
Dialogue's report underscores that awareness alone can drive better employee outcomes.
Once we’ve acknowledged [the problem], we can start trying to solve it,” said Stephanie Moynihan, associate medical director at Dialogue.
She added that employers can support this by offering tools such as treatment-based solutions, self-serve resources, habit trackers, and wellness activities.
The report also provides data that may help sponsors make a business case for better promotion of benefits.
Among those who accessed EAPs, satisfaction rates are high: 89 percent for family and relationship support, 86 percent for managing workload and deadlines, 84 percent for women’s health, and 81 percent for mental health and substance use.
The report further reveals that 30 percent of employees experienced a decline in mental health over the past year. Key drivers include worsening financial health (29 percent), sleep issues (26 percent), and lack of physical activity (23 percent).
These issues contribute to rising anxiety and burnout, adding urgency for plan sponsors to act.
As more employees express willingness to seek support, the report positions plan sponsors as pivotal in removing barriers to care.
Employers are encouraged to not only offer but actively promote benefit tools that address both physical and mental health challenges in the workforce.
