4 Things You Need to Set Up a Successful Employee Assistance Programme (EAP)
An Employee Assistance Programme (EAP) can provide vital support for employees dealing with mental health concerns, personal difficulties, or workplace stress. But simply having an EAP isn’t enough. Many organisations invest in one and then wonder why no one uses it.
If you’re looking to set up an EAP that actually supports your team and adds value to your organisation, here are three things you’ll need to get right:
1. Understand Your Needs
Before choosing a provider, take time to understand what your staff need and what challenges your organisation is trying to address.
You can start by:
- Reviewing data like sickness absence records or staff turnover.
- Running a wellbeing survey. If you don’t have one download the one below!
- Gathering informal feedback from staff or managers through forums or conversations.
This helps you decide whether to extend your existing health insurance package or contract a standalone EAP. It also gives you a clearer idea of your return on investment (ROI) metric and it lets you define what success will look like and the way to track it. Perhaps it will be fewer sick days or higher engagement. It all depends on your organisation, and it’s needs.
2. Choose a provider
If you already offer health insurance, speaking with your existing provider can be a good first step to see what’s available. However, it’s worth contacting standalone providers to compare costs and services to see which provider covers your needs.
3. Good Communication and Manager Training
Over two-thirds (68%) of UK workers don’t know if their employer even offers an EAP. Without proper communication, a good service can go unnoticed.
Make sure your EAP is well promoted:
- Announce it clearly at launch
- Share simple information on how to access it
- Keep it visible in induction materials, internal newsletters, staff updates… or even laying posters with information in elevators or bathrooms!
It’s also important to train managers. They are often the first to spot when someone is struggling. Give them confidence to raise concerns and guide staff toward the right support.
4. Monitor and Review Regularly
Once your EAP is in place, monitor whether it’s meeting its goals. Set some metrics to assess its impact.
You can:
- Use anonymised usage data from the provider
- Track agreed indicators such as attendance or performance
- Review feedback from staff and line managers
If the EAP isn’t being used, or isn’t having an impact, adapt your approach. It may be a case of increasing visibility, adjusting the services offered, or reviewing how managers refer into it.
Final Thoughts
An effective EAP doesn’t just sit in the background. It needs to be integrated into your organisation’s approach to wellbeing, supported by training and good communication, and reviewed regularly to stay relevant.
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