Employee Assistance Programmes (EAPs) have been adopted by many companies in recent years. Assisting with everything from general wellbeing to trauma and bereavement, they not only support healthier workplaces, but they also lead to more productive ones. Find out key info on EAPs in this quick, handy guide.
An EAP is an employee-focused assistance programme that gives each member of staff access to specialised support and/or resources online, over the phone, or in person. This support tends to be focused around mental health, wellbeing, physical health, and general personal/professional advice.
For the majority of businesses, EAPs are provided by external EPA providers and paid for by the employer. According to research conducted by the not-for-profit Employee Assistance Professionals Association (EAPA), between 2021 and 2022, UK employers saw an average ROI of around £10.85 for every £1.00 spent on EAPs. This provides clear evidence that the benefits associated with investing in staff wellbeing aren’t just hearsay – they translate to real, measurable results.
Employee Assistance Programmes vary from provider to provider, but many offer employee services such as:
Depending on which EAP provider you choose to go for, you might find these services divided up into packages that offer different benefits for different types of businesses.
When we fail to provide staff with support for stress, ill health, and poor mental health, absences tend to increase. When this happens, it has a wider impact on the business as a whole. One survey conducted by the REC in 2025 found that across 233 organisations, rising sickness absence had reduced productivity by nearly half, decreased quality of service by nearly 37%, and reduced staff morale by over 30%.
EAPs improve productivity by creating a healthy, supported workforce. Not only do they help staff to cope with challenges properly so they become less likely to seep into work life, but they also encourage a culture of openness. This means staff feel less stressed about having to hide issues or keep quiet when they’re struggling.
Thinking about introducing an Employee Assistance Programme in your place of work? Here’s a key rundown of how everyone can benefit.
As we mentioned earlier on, EAPs are employer-funded. While this extra expense can put some businesses off, many companies with EAPs see a significant return on investment. If you’re an HR manager, team leader, or CEO, you can find your approximate ROI using the EAPA’s handy ROI calculator.
EAPs work by giving staff (and often their immediate families) a confidential helpline or support hub that they can access whenever they need support with personal issues, mental health, physical health, or professional concerns. From there, they may be referred to a counsellor for short-term counselling, pointed towards specific resources to help with their issues, or given actionable advice they can use straight away.
If you’re an employer or manager, you can start the process of implementing an EAP by sourcing a reputable provider. Since each provider handles things slightly differently, they’ll advise you on your first steps.
When picking an EAP provider, it’s vital to do your research and think carefully about what your team requires.
If you’re a larger organisation, you’ll have more employees with differing needs; therefore, you’re more likely to benefit from a more extensive package that covers many different types of support, including help with neurodivergence in the workplace, handling physical illness, disability rights, and more.
If you’re a smaller business but happen to work in or alongside the health and wellbeing sector, you may already have trained mental health first aiders, wellbeing champions, or strong internal support systems for those with neurodivergence. If this is the case, you might think about opting for a smaller, more cost-effective EAP package with certain elements removed. You can then focus your budget on the professional counselling services that your internal team can’t provide.
If you’re not quite sure where to start with an EAP, talk to your staff. Many companies benefit from conducting confidential surveys and engaging staff in discussions around wellbeing and support. Doing these things allows you to gauge what staff tend to struggle with most and what they’d like their EAP to look like.
Finally, always take time to check credentials and read reviews. Not all EPA providers were made equal, so spend time finding out what other companies have said about them and if they can prove qualifications or show a respected client base. Companies approved by the EAPA are a good place to start. You can check out their full list of registered and accredited providers on their website.
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