Webinar Recap | Guide to Understanding Employee Assistance Programs (EAPs)

In case you missed it on May 30, you can access the recording here.

1) Size and scope of needs for EAPs
Each year, around 20% of employees experience personal challenges, ranging from mental health struggles to caregiving stress, that directly impact workplace productivity. In fact, the average employee loses over three weeks of productivity annually due to unresolved personal problems. Since the pandemic, the frequency, severity, and duration of calls related to Employee Assistance Program (EAP) have increased. As employees grow more comfortable seeking support, employers should respond with accessible, meaningful solutions.

2) What is an EAP?
EAPs are employer-sponsored services designed to help employees address personal and work-related challenges. Originally developed in the 1940s to support employees with alcohol and trauma-related issues, today’s EAPs span a wide range of needs – from mental health counseling and substance misuse to financial advice, legal help, parenting support, and skill-building resources.

3) Top requests and questions
A strong EAP should be equally accessible to all employees and, ideally, to their family members as well. Many are bundled with insurance providers, while others are standalone programs. Costs are typically covered by employers, ensuring employees don’t face financial barriers when seeking help. When assessing the value and effectiveness of an Employee Assistance Program (EAP), several key factors should be considered, such as:

• Who can access the service?
• Is the program easy to use?
• How comprehensive are the benefits?

4) Benefits for employees
A quality EAP addresses a wide range of employee needs. Individual counseling remains one of the most requested services, especially for mental health concerns like anxiety and depression. Top-tier EAPs provide 24/7 access to experienced clinicians via phone, video, or text, and match employees to in-person or virtual therapists based on insurance and availability. This flexibility ensures help is both timely and personalized.

Legal benefits are also widely used. EAPs often present free consultations for common issues, such as wills, divorce, custody, and traffic violations, with reduced rates for ongoing legal services. Many programs also offer downloadable templates for essential legal documents.

Child and elder care support is another growing area. EAPs help employees find vetted providers, local programs, and affordable care options for their dependents. Whether it’s securing summer childcare or coordinating elder care services across state lines, these referrals ease a major burden for working families.

5) Value for employers
EAPs have meaningful value for employers, too. Leading programs include workforce training and development tools that support onboarding, compliance, conflict resolution, leadership training, and communication. With a robust library of online courses, EAPs help employers meet training demands in a cost-effective, scalable way – especially when team schedules don’t align for in-person sessions.

Another feature is the administrative referral, a formal process that allows HR and leadership to refer struggling but esteemed employees for coaching, counseling, or training. Used in tandem with progressive discipline, this tool prioritizes retention by resolving underlying personal or behavioral issues with professional support.

EAPs also offer emergency response services during traumatic events like workplace accidents or the death of a team member. On-site counselors and trauma-informed resources help teams process incidents, reduce the risk of long-term distress, and support a faster return to normal operations – ensuring care for both individuals and the broader organization.

The team also talked about how companies can better promote EAP usage, how to tell if the EAP is working efficiently, and more. 

Watch the full webinar here and plan for about 45 minutes to take a deep dive into the discussion.