Employee Assistance Programs (EAPs) can be a great first step when it comes to supporting mental health at work. They give people a place to turn when they need help and can make a real difference.
For healthcare workers, though, the challenges are often more intense. Long hours, tough shifts and the emotional weight of caring for others can take a heavy toll. That's why support sometimes needs to go beyond a single program.
It helps to have more than one option. A strong approach to mental health includes things like open conversations, a supportive workplace culture and easy access to resources, even on the hardest days. EAPs are part of the picture, but they work best when they're supported by other tools and ongoing care.
Creating space for real conversations
A strong mental health culture begins with open and honest conversation. It can be difficult for someone to speak up when they are struggling, especially in a field that often prioritizes strength and resilience.
When leaders and colleagues actively create space for these conversations, it helps reduce stigma and builds trust. Whether it is a check-in during a team meeting, peer-support groups, or offering private moments for staff to step away during a difficult shift, simple actions can make a big difference in helping people feel seen and supported.
Making mental health part of the workday
Mental health support is often presented as something to seek out in your own time, but for healthcare workers, stress and trauma are woven directly into their working hours. The most effective strategies are the ones that are built into the natural flow of the workplace.
This might look like:
- Offering debrief sessions after high-stress events,
- Adding flexibility to scheduling,
- Or encouraging supervisors to check in regularly, not just when problems arise.
When mental health is part of the everyday conversation, staff feel more comfortable speaking up early.
Training leaders to recognize and respond with empathy
Leaders have a powerful role in shaping workplace culture. When they are equipped to recognize signs of stress, trauma and burnout, they can create an environment where employees feel comfortable reaching out for support.
Providing leadership thorough training on psychological safety and trauma-informed communication is one of the most effective ways to create lasting change.
Simple, genuine empathy from a leader often sets the tone for the entire team.
More ways to get support
We're partnering with Advica Health to offer our members the Mental Health on Demand (MHOD) Plan across British Columbia. This resource will complement what's already available through Employee Assistance Programs (EAPs) or offer support for those who don't have access to one. It's all about making mental health care easier to access and more flexible for the people who need it.
Here's what the Mental Health on Demand Plan includes:
- Virtual counselling for individuals and couples, starting at $90 per hour. Sessions are available in multiple languages, and you can choose your own provider from a network of more than 1,000 therapists.
- A 24/7 crisis line with immediate access to masters-level clinicians.
- Self-guided mental health tools, like internet-based cognitive behavioural therapy and other training resources.
- Expert review of more complex cases by a team that includes psychologists, psychiatrists and nurses.
- One free therapy session to help you get started.
One of the biggest strengths of this program is the ability to choose. You're not assigned a counsellor. You get to select someone who fits your needs, whether that's based on language, schedule or area of focus. There are also options for family counselling, so you can find support that works for you and your loved ones.
Support shouldn't only be available in moments of crisis. The MHOD Plan helps shift the focus toward long-term wellness. After completing a short intake form, most people can book their first session within a day or two.
If you're interested, email info@safecarebc.ca for more information or registration.
