By Claire Neal, Workplace Mental Health Specialist at CiC Wellbeing
Workplace mental health support isn’t a luxury — it’s a necessity. As organisations increasingly recognise the importance of mental wellbeing, the focus is shifting from simply offering support to ensuring it’s impactful. Employee Assistance Programmes (EAPs) are a key part of this, but their success depends on more than just availability.
Understanding workplace mental health
Between 2017 and 2023, mental-health-related absenteeism surged by 300%. That’s not just a statistic — it’s a wake-up call. Employees are facing mounting pressures, both professionally and personally, and without the right support, the consequences can be significant.
EAPs offer a confidential space for employees to seek help with a wide range of issues — from stress and anxiety to financial and legal concerns. But simply having an EAP in place isn’t enough. It’s about embedding it into the culture of your organisation and ensuring it’s accessible, visible, and trusted.
The role of leadership
In my experience, the most resilient workplaces are those where leadership genuinely champions mental health. When managers actively promote and engage with EAPs and other wellbeing resources, it sends a powerful message: “We care.” This fosters a culture of psychological safety, where employees feel valued and supported.
A well-integrated EAP should complement other internal support systems — HR, Occupational Health, Mental Health First Aiders, Union reps, and line managers — creating a network of care that employees can rely on.
Ensuring confidentiality
One of the biggest barriers to EAP usage is fear — fear of judgement, fear of repercussions, fear of being seen as weak. That’s why confidentiality is non-negotiable. Employees need to know that their privacy is protected. Reinforcing this message regularly helps build trust and encourages people to reach out when they need support.
Comprehensive coverage matters
A strong EAP doesn’t just focus on mental health counselling. It should offer a holistic suite of services — financial advice, legal support, work-life balance resources — because life’s challenges rarely come in neat packages. The more comprehensive the offering, the more likely it is to meet the diverse needs of your workforce.
Accessibility for all
Your workforce is diverse — your EAP should be too. That means ensuring support is available in multiple languages, accessible to those with hearing or speech impairments, and inclusive of neurodiverse individuals. Representation matters. When employees see themselves reflected in promotional materials and know that support is tailored to their needs, they’re more likely to engage.
EAPs are more than a tick-box exercise. They’re a vital part of a broader mental health strategy that, when done correctly, can transform your workplace. By focusing on confidentiality, comprehensive support, accessibility, and leadership engagement, you can build a culture where mental health is prioritised — and your people can truly thrive.
