What Are the Benefits of EAPs?
EAPs provide crucial support for employees facing personal or work-related challenges.
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Employment Assistance Programs (EAPs) provide essential services like counselling and crisis management for employees and their families, supporting mental health issues such as stress and addiction.
Given that poor psychological health and wellbeing is the leading cause of sickness absence for Australian workers, EAPs are an incredibly effective tool for helping businesses reduce absenteeism and presenteeism, as well as save costs by preventing larger issues like breaching compliance with health and safety regulations. Employees also benefit directly from confidential support, improved mental health outcomes, and a supportive work environment.
If you’re reconsidering your current EAP provider or exploring exactly what’s involved with EAP services, find out the major benefits for both businesses and workers below.
How Does An EAP Benefit Your Workplace?
Reduction in absenteeism and presenteeism
EAPs play a crucial role in reducing absenteeism by supporting employees in managing their mental health effectively. When employees can address issues promptly through counselling and support services, they are less likely to take sick days due to mental health concerns. Research in the US has found that implementation of an EAP reduced absenteeism by up to 70%. Moreover, EAPs help mitigate presenteeism—when employees come to work but are less productive due to personal issues—by providing early intervention to help them address their challenges early and return to fully-functioning.
Cost savings through the prevention of larger issues
Early intervention through EAPs prevents smaller problems from escalating into larger issues that could lead to extended medical leave or workers’ compensation claims. By addressing mental health concerns proactively, organisations save on costs associated with absenteeism, disability claims, and lost productivity. These savings can be significant when compared to the relatively small price of an EAP.
Enhanced organisational performance and culture
Organisations with effective EAPs tend to have a healthier and more engaged workforce. Employees feel valued and supported, which contributes to a positive workplace culture. This, in turn, enhances employee morale, reduces turnover, and attracts talent to the organisation. Whether an employee’s mental health is impacting their work or they are struggling to achieve a healthy work-life balance, an EAP equips workers with tools to manage their wellbeing better that is often reflected in their work.
Research has consistently demonstrated that EAPs provide significantt improvements and short-term benefits, increased productivity, engagement and life satisfaction, and reduced absenteeism and workplace distress – NIH 2022
Compliance with workplace psychosocial health and safety regulations
Implementing EAPs demonstrates an organisation’s commitment to workplace health and safety regulations, including prevention of psychological injuries. Preventative actions to comply with these regulations protects the organisation from potential compliance and legal issues and possible reputational damage. For more information on regulatory changes, see our review of Psychosocial Hazard Legislation Changes By State.
EAP Benefits To Employees
Access to confidential and professional support
EAPs offer employees access to confidential counselling and support services. EAP confidentiality ensures that employees feel comfortable seeking help without concerns about their privacy being compromised. They can discuss personal issues openly with trained professionals who provide guidance and assistance tailored to their needs. Employees can access the right support at the right time rather than waiting for costly external support.
Improved mental health and wellbeing
By accessing EAP services, employees can improve their mental health outcomes. Whether they are dealing with stress, anxiety, depression, or other mental health challenges, EAPs offer timely intervention and support. Counselling sessions and resources provided through the program help employees develop coping strategies, manage their emotions, and enhance their overall wellbeing and empower employees to address these challenges proactively.
Supportive work environment
EAPs demonstrate to employees that their employer cares about their wellbeing beyond their professional performance. By providing access to EAP services, organizations show a commitment to supporting their employees through difficult times. This support contributes to a positive work environment where employees feel valued and appreciated, fostering loyalty and engagement. Recent research suggests that a commitment to employee wellbeing is the most crucial factor when searching for a new role.
Common Barriers To Maximising EAP Benefits
The benefits of EAPs can only be fully realised when the programs are used effectively. Effective utilisation of EAPs requires proactive communication from employers about the availability and confidentiality of these services, as well as ongoing encouragement for employees to seek help without fear of stigma or repercussions.
Common issues often encountered with Employee Assistance Programs (EAPs) include:
- Underutilisation, primarily stemming from employees’ lack of awareness about available services or apprehension in seeking help from their employer for personal issues
- Stigmatisation surrounding EAP usage further deters employees, with concerns that seeking assistance may negatively impact career progression or label them as weak
- Privacy concerns among employees, fearing the confidentiality of their discussions may be compromised, also contribute to underutilisation of these beneficial programs
Addressing these issues requires proactive communication, comprehensive service offerings, and robust confidentiality policies to encourage employee trust and maximise the impact of EAPs.
Foremind has pricing plans for companies of every size
How To Make EAPs Effective In Your Workplace
Raise Awareness
Increasing awareness and utilisation of Employee Assistance Programs (EAPs) can be achieved through comprehensive communication strategies, including regular updates via company newsletters and other announcements, as well as informational sessions. A variety of communication means is essential to encourage the usage of the EAP service. Educating employees about the benefits of EAPs and dispelling misconceptions can help reduce stigma.
Maintain Confidentiality
Confidentiality and privacy protections are paramount to building trust in EAPs. Clear policies outlining confidentiality practices and assurances that information shared during counselling sessions will remain private are essential. Implementing secure communication channels and ensuring that only authorized personnel have access to EAP usage data further reinforces this.
Consider EAP as part of a wider Mental health strategy
Cultural change within the organisation, promoting a supportive environment where seeking help is encouraged, is essential for overcoming stigma associated with mental health support. An EAP program should be considered as part of a wider culture of early intervention, reduced stigma and a supportive work environment.
Related Content
- Are EAPs Mandatory?
- Identifying Psychosocial Hazards at Work
- Employee Assistance Programs For The Construction Industry
- Employee Assistance Programs For Small Business
References
NIH 2022, Contextualising the Effectiveness of an Employee Assistance Program Intervention on Psychological Health: The Role of Corporate Climate
Combining EAP & Psychosocial Hazard Management
The impact of psychosocial hazards can be significant and can lead to a range of negative outcomes, such as decreased job satisfaction, increased absenteeism and turnover, and reduced productivity.
It is required under the legislation for employers to identify, assess control and review these hazards. Foremind allows you to do this in the one place so that you can easily report on what you are doing as required.
Learn more about Psychosocial Hazards Compliance
ABOUT THE AUTHOR
Louise is the Clinical Director at Foremind, with over a decade of experience in the mental health sector, contributing to well-known Australian organizations like Beyond Blue, Lifeline, Headspace, and LivingWorks.
Louise Thompson Clinical Director
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We partner with counsellors who work in private practice so they are also free to work for other organisations if they see fit. The all have their own private practices however, they’re still all handpicked by Louise… Never had an issue with any of our counsellors… we maintain high levels of quality control.
Foremind offers multilingual support, with professionals available in languages including Spanish, Portuguese, mandarin, vietnamese and Persian
All our counsellors are contractors. They are highly qualified and go through long interview processes to ensure they are the right fit.
All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.