Woman sat at a desk on the phone
By Claire Neal, Workplace Mental Health Specialist at CiC Wellbeing
You’ve invested in an Employee Assistance Programme (EAP) — now what? The real challenge lies in making sure your people know about it, trust it, and use it. Here’s how to ensure your EAP isn’t just a well-meaning initiative, but a powerful tool for wellbeing.
Promote, promote, promote
Even the best EAP won’t make an impact if no one knows it exists. Ongoing communication is key. Regularly remind your teams about the support available — in team meetings, newsletters, onboarding packs, and one-to-ones. Tailor your messaging to reflect the real-life challenges your employees face. Are money worries on the rise? Highlight financial counselling. Do many staff have caring responsibilities? Promote support for parents and carers.
Early intervention is everything
Mental health issues rarely appear overnight. They build over time and so does the opportunity to intervene early. EAPs often offer short-term, focused counselling sessions that are most effective when accessed before problems escalate. The earlier someone seeks help, the better the outcome — for them and for your organisation.
Normalising help-seeking behaviour
Creating a culture where it’s okay to ask for help is one of the most powerful things you can do. Here are a few ways to make that happen:
- Start conversations about mental health in team meetings.
- Train managers to spot signs of distress and respond with empathy.
- Use outdoor spaces for informal chats as people often open up more easily in relaxed environments.
- Share anonymised stories of employees who’ve benefited from EAPs to show that seeking help is a strength, not a weakness.
Support during critical incidents
When a crisis hits — whether it’s a workplace accident, a bereavement, or a traumatic event — how you respond matters. Trauma counselling should be a core part of your EAP offering. Providing immediate, compassionate support in these moments can make a lasting difference, helping employees recover and reinforcing trust in your organisation.
Choosing the right provider
Not all EAPs are created equal. When selecting a provider, look for:
- Membership of the Employee Assistance Professionals Association (EAPA)
- A wide range of services, including crisis intervention
- Experience across different sectors
- Transparent data on outcomes (e.g. percentage of users referred for counselling)
- Positive references from other customers
You can also consult resources like the EAPA Buyers Guide to help you make an informed decision.
An EAP can be a game-changer — but only if it’s trusted, accessible, and actively promoted. By embedding it into your culture, tailoring it to your people, and choosing the right provider, you can create a workplace where mental health support is not just available, but truly effective. At CiC Wellbeing, we’re here to help you make that happen.
