Mental health support that reaches your office and your field crews.
Private, stepped, virtual care built for the way Alberta energy teams actually work - from the downtown desk to the two-week rotation with one bar of signal.
Alberta energy employers run a split workforce - corporate staff and field crews who live completely different days. Effective mental health support meets both: private self-guided tools for people who'd never call a hotline, plus virtual therapy and specialists when needed, matched to each person and delivered until they recover.
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RiskX helps Alberta oil and gas employers coordinate workplace mental health support and explain access. Programs may combine self-guided tools and clinical care. Confirm available treatment, clinician qualifications, referral requirements and coverage limits with the selected provider. Care needs and outcomes vary by person.
RiskX is a Canadian independent employee-benefits and group-retirement brokerage, founded in 1994, serving group retirement employers across Canada outside Quebec, with health and dental licensing in Alberta and Ontario.
Last updated: August 2026
In this industry, the people who need help most are the least likely to ask.
01 · A culture that doesn't ask
In a tough-it-out field, asking for help reads as weakness.
Most won't raise their hand - across Canada, about 60% of people with a mental-health problem won't seek help for fear of being labelled. In trades and field culture, that pressure runs even higher.
02 · Out of reach when it matters
A counsellor's office doesn't reach a worker in camp.
Rotations, remote sites, and shift work mean the people under the most strain are often the furthest from in-person care - and the least private when they get there.
03 · The whiplash nobody plans for
Boom and bust take a real toll.
Layoff rounds, "am I next" anxiety, and survivor guilt among the people who stay are specific to this industry - and a generic benefit doesn't speak to any of it.
Source: Canadian Mental Health Association (2025).
"The support exists. It just never reaches the people who need it most."
Left unsupported, it becomes turnover, absence, and your biggest claim.
Mental illness is now the leading driver of long-term disability claims in Canada - close to 40% - and in high-stress sectors that pressure runs hard. As the Globe and Mail reported in 2026, Alberta's oil-and-gas workforce carries a largely hidden mental-health burden, with isolation and camp conditions named in recent Canadian research. Caught early, the math flips: timely treatment for anxiety cuts absenteeism by roughly 40% versus letting it slide. The gap between an early, private first step and a year-long disability leave is enormous.
Sources: Sun Life, Designed for Health (2025); The Globe and Mail (2026).
An Alberta brokerage that's been in the room through every boom and bust.
We're a Calgary-based brokerage - 32 years in employee benefits, much of it across the table from Alberta energy employers. We were here in 2015, through COVID, through every downturn since. We've watched what a layoff round does to the people who stay, and we build the support around that reality - not a national playbook parachuted in. (Licensed in Ontario as well, though our work and heart are here in Alberta.)
32
years in Canadian employee benefits
Calgary-based
Calgary-based, Alberta-licensed
Office + field
Built for office and field - not one or the other.
A benefit that works for your office often misses your field.
The analyst at her desk and the operator on a two-week rotation need the same care delivered two completely different ways. A polished app is perfect for one and useless to the other - offline in camp, no privacy, no appetite to "book a session." So we design the rollout for both halves: an easy, private path for the people who'll never call anyone, and fast virtual access for everyone else.
Your corporate / head-office team
High-pressure roles, high-functioning burnout, boom-bust job anxiety. Care that's private and on demand, for people who won't admit they're struggling.
Your field / operations crews
Rotations, remote sites, deep stigma. A self-guided, no-conversation-required first step - plus real support when they're ready, on their schedule.
What does mental health care that actually reaches everyone look like?
RiskX helps coordinate the program and employee communication. Confirm the selected provider's services, access channels, eligibility, privacy practices and limits before enrolment.
A private first step - no conversation required
Clinically proven self-guided iCBT toolkits, available 24/7, so help can start the moment someone's ready, with no one to face. Built for exactly the worker who'd never call a hotline.
Matched to the right level of care
Guided to exactly the support they need: self-guided tools, a coach, a specialist, therapy, or a clinician. Never over- or under-treated.
Fast, virtual access - from camp or the couch
Confirm service hours, booking channels and current wait times with the provider. Availability depends on the service and selected plan.
Treatment until remission - not until the sessions run out
Solution-focused therapy, clinical assessment, and medication when needed, tracked by validated scores (PHQ-9, GAD-7) with follow-ups after every session.
Treatment options and outcomes vary by person and program. Ask the provider about the evidence for its approach, clinical qualifications and referral pathways; individual results are not guaranteed.
We don't hand you a login and leave.
The reason support goes unused isn't the tool - it's the rollout. So we run it, and we run it for a split workforce: the office gets one kind of launch, the field gets another. Toolbox-talk-friendly materials and QR codes for crews who live on their phones, not their inboxes. Manager prompts for the supervisors who notice something's off on a rotation. And ongoing reviews so we can see what's actually getting used - and fix what isn't.
A rollout for office and field
Different materials, different channels, so both halves actually know it's there.
Made for phones, not inboxes
QR codes, toolbox-talk handouts, and crew-friendly comms for people who aren't at a desk.
Supervisors equipped
Simple prompts so a foreman who notices something has somewhere to point.
Ongoing reviews
We track engagement and outcomes and adjust the plan over time.
What Alberta energy employers tell us.
The recurring theme: the industry already knows the mental-health statistics - what it's been missing is something the crews will actually use. When support sits inside the app, private and same-day, the people who'd never book a clinic visit start using it, across both the office and the field.
The mental-health model we implement earned a Leading Practice certificate from Health Standards Organization and holds Accreditation Canada's Exemplary Standing.
Mental health questions Alberta energy employers ask us.
How do you reach workers who are in camp or on rotation?
Care is virtual and works by phone, video, or text - and starts with private, self-guided tools that need no appointment and no conversation. Fast virtual consultations are available when someone's ready, on their schedule.
Our crews would never use a "mental health" benefit. Does this actually get used?
That's exactly what we design the rollout for - a private, no-conversation-required first step, delivered through crew-friendly channels (phones, toolbox talks, QR codes), not a 1-800 number buried in a booklet.
Is it confidential from us as the employer?
Clinical discussions are private. Ask the provider about consent, confidentiality limits and aggregate reporting; formal referrals can involve different records.
We have both office staff and field crews. Does one plan cover both?
Yes - one program, two rollouts. The same stepped care, delivered differently to each half so it actually reaches both.
How is this different from our EAP?
An EAP is short-term support across work and life issues. Mental Health+ is ongoing clinical treatment that continues until someone recovers. They work best layered together.
Does it cover families?
Self-guided tools and core supports extend to family members and dependants - important for rotational workers whose families carry a lot too.
Your Alberta operation isn't one workforce. Neither is our advice.
Give your Alberta team - all of it - mental health support that actually reaches them.
Book a meetingSources: Mental Health Research Canada, Mental Health in the Workplace (2025); Canadian Mental Health Association (2025); Sun Life, Designed for Health (2025); The Globe and Mail (2026).