Why EAP should not be your only option to support stress management and improve wellbeing

Sarah Fischer
Mar 5
3 min read

Updated: Mar 6

Putting on a brave face is not good organisational practice

Employee Assistance Programs (EAPs) are a cornerstone of workplace wellbeing strategies, offering employees access to confidential support for personal and professional challenges. Despite their potential to enhance employee engagement, productivity, and overall mental health, EAPs often face low utilisation rates. Understanding the barriers to uptake is crucial for organisations aiming to foster a supportive and thriving workplace culture.

Why isn't utilisation higher?

1. Stigma Around Mental Health

One of the most significant barriers to EAP utilisation is the lingering stigma associated with seeking mental health support. Employees may fear being judged or perceived as weak by their peers or managers. This stigma can deter individuals from accessing the help they need, even when it's readily available.

Solution: Organisations must normalise conversations about mental health. Leadership can play a pivotal role by openly discussing their own experiences and encouraging a culture of acceptance and support. Behavioural Edge Consutling can help you break down stigma authentically. We support organisational leaders to normalise mental health as fundamental to a good employee experience.

2. Lack of Awareness

Many employees are unaware of the EAP services available to them or how to access them. This lack of awareness often stems from insufficient communication during onboarding or a lack of ongoing reminders.

Solution: Regularly promote EAP services through multiple channels, such as emails, intranet updates, team meetings, and posters. Clear and consistent messaging ensures that employees know where to turn when they need support. Chat to Behavioural Edge Consutling about how to meaningfully engage your staff about your EAP service.

3. Concerns About Confidentiality

Even in workplaces with a strong culture of openness, employees may worry about the confidentiality of EAP services. They might fear that their personal struggles could be disclosed to their employer or colleagues.

Solution: Emphasise the confidentiality of EAP services in all communications. Partner with reputable EAP providers and ensure employees understand that their privacy is protected. Consider supplementing EAP with offering employees to approach trusted mental health providers if they prefer, like Behavioural Edge Consulting. Organisations will not receive utilisation reports, but employee may feel more comfortable with this arrangement. And isn't seeking and obtaining help with wellbeing really the goal?

4. Perception of EAPs as Reactive

EAPs are often viewed as a reactive measure, addressing issues only after they have escalated. This perception can limit their appeal, as employees may not see the value in using the service proactively.

Solution: Reframe EAPs as a proactive resource for maintaining wellbeing, not just a crisis intervention tool. Highlight the diverse range of services offered, such as financial coaching, legal advice, and wellness workshops. Consider offering access to trusted mental health providers if they prefer, like Behavioural Edge Consulting, who can offer both coaching and psychological services. At Behavioural Edge Consulting, we support developing professional proactively, as well as offering support with things get too much.

5. Cultural and Industry Variations

EAP uptake can vary significantly across industries and cultural contexts. For example, industries with gender imbalance or generational imbalance may experience lower utilisation rates due to traditional notions of about self-reliance and 'soldiering on'.

Solution: Tailor EAP promotion strategies to the unique needs and demographics of your workforce. Engage employees in focus groups or surveys to understand their specific barriers and preferences. Behavioural Edge Consutling can help you explore and understand your employees attitudes and preferences for wellbeing support. We are uniquely capable with all manner of organisational research methods to generate accurate, practical recommendations to help you and your business get the edge above the rest.

What next?

While EAPs hold immense potential to support employee wellbeing, their success depends on more than just implementation. By addressing the barriers to uptake—stigma, awareness, confidentiality, perception, and cultural nuances—organisations can maximise the impact of their EAPs and create a workplace where employees feel empowered to seek support.