Employee Assistance Programmes (EAPs) are underused despite their potential to improve workplace wellbeing and ROI. Here's what you need to know:
- Low Usage Rates: Only 10.4% of UK employees use EAPs, though 88% of employers offer them. Male engagement is particularly low at 29.5%.
- High ROI: For every £1 spent, employers see a return of £8–£10.85 due to reduced absenteeism and improved productivity.
- Barriers: Lack of awareness (only 54% of employees know about their EAP), stigma, and limited access options reduce engagement.
- Solutions: Promote awareness, simplify access (e.g., multi-channel support), and normalise mental health discussions. Active promotion can increase usage by up to 30%.
Takeaway: EAPs are a missed opportunity for many organisations. By improving communication, access, and leadership support, you can boost usage and enhance both employee wellbeing and business outcomes.
EAP Usage Basics
What Are Usage Rates
To determine usage rates, divide the number of employees using EAP services by the total workforce, then multiply by 100. This calculation helps gauge how well the programme is performing and how engaged employees are with it.
In the UK, EAP utilisation has risen from a historical average of 5% to 10.4%, exceeding the European average of less than 5% [2]. This growth highlights increased adoption and improved implementation methods. Access methods play a big role here, with telephone support being the most used option in the UK [2].
Knowing how to calculate usage rates is a starting point for analysing the metrics that measure EAP performance. Studies show that well-implemented EAPs can help reduce absenteeism. For example, research involving 24,300 employees across 30 EAPs found a 27% drop in absenteeism among those using the programme [4]. By tracking access methods, demographic patterns, and service usage, organisations can pinpoint strengths and areas needing improvement. Actively promoting the programme can significantly boost utilisation, potentially tripling it compared to a passive approach [2]. These metrics provide a foundation for examining what drives EAP usage.
What Affects EAP Use
Understanding what drives Employee Assistance Programme (EAP) participation can help improve its effectiveness. Even though more than 90% of employers offer EAPs, participation rates are usually between 5% and 10% [5]. Key factors like employee awareness, mental health attitudes, and ease of access all play a role in how these programmes are used.
Employee Knowledge
A major hurdle to EAP use is lack of awareness. Research shows that while 93% of HR professionals say their company provides an EAP, only 54% of employees know about it [6].
T-Mobile tackled this issue by rebranding their EAP as "LiveMagenta" and launching an awareness campaign. This effort nearly doubled their programme's usage [5].
Mental Health Perception
Workplace culture strongly impacts EAP participation. By 2023, 75% of the UK workforce had access to EAPs, up from just 15% two decades ago [7]. These numbers highlight the importance of EAPs in supporting mental health. However, stigma - especially among male employees - continues to limit participation.
Service Access Methods
More than half of employees (53%) say they face challenges accessing their EAP [8]. This issue is particularly relevant for younger workers, who tend to prefer digital tools over traditional options like phone support.
Wellstar Health System offers a great example of improving access. By introducing personalised digital mental health plans and cutting therapy wait times to under two days, they boosted EAP usage from 2% to 16% in just 10 months.
UK Usage Standards
Data from the Employee Assistance Professionals Association (EAPA) highlights differences in how Employee Assistance Programmes (EAPs) are used across various industries and company sizes in the UK. These insights reveal how both factors influence engagement levels.
Usage by Industry
Transport and utilities top the list for EAP utilisation, with a rate of 11.9%. The charity sector follows closely at 11.7% [1]. Here's a breakdown of usage rates across key industries:
Industry Sector
- Transport/Utilities - 11.9%
- Charity - 11.7%
- Services - 11.1%
- Manufacturing - 10.8%
- Retail - 10.3%
- Finance - 10.2%
- Public Administration - 10.2%
- Agriculture - 4.6%
Company Size Impact
Company size significantly affects how employees engage with EAPs. Organisations with fewer than 250 employees report the highest usage rate at 11%. In contrast, larger companies employing between 1,000 and 5,000 staff show a lower rate of 8.4% [1].
Organisation Size
- Under 250 employees - 11.0%
- 250–1,000 employees - 9.6%
- Over 5,000 employees - 9.95%
- 1,000–5,000 employees - 8.4%
Smaller companies often see better engagement due to closer communication and stronger workplace relationships, which make EAPs feel more accessible and normalised [2].
These benchmarks provide HR professionals with a clear picture of how to adapt their strategies to improve EAP engagement across different industries and organisational sizes.
Increasing Programme Use
Encouraging employees to use Employee Assistance Programmes (EAPs) requires clear communication, fostering trust, and making services easy to access. These efforts not only drive participation but also lay the groundwork for evaluating long-term outcomes.
Clear Communication
Effective communication is key to boosting EAP usage. Research shows that active promotion can lead to a 30% increase in participation rates [9]. Successful tactics include structured onboarding, regular updates, interactive workshops, and special wellbeing days. For instance, an Australian IT company saw a 40% rise in EAP usage and a drop in absenteeism after a two-year initiative that combined workshops with leadership-led discussions [11].
Establishing Trust
Trust plays a vital role in EAP success. Mental health stigma in the workplace is a barrier, with 67% of managers identifying it as a challenge [10]. Normalising conversations about mental health can significantly improve programme adoption.
"Reducing stigma takes time, but it's vital to creating a mentally healthy workplace where everyone can thrive." – Safe Work Australia [11]
Here are some proven ways to increase trust and programme engagement:
- Leadership and Manager Training
- Sharing Success Stories
- Anonymous testimonials can boost employee engagement by 8%.
- Participants report a 22% improvement in life satisfaction [4].
Digital Access
While 16% of employees prefer online communication, the majority (84%) still use telephone support [1]. Organisations offering multiple access channels report much higher engagement rates [2]. To improve digital participation, successful companies focus on:
- 24/7 access to immediate counselling
- Easy-to-use platforms
- Integration with workplace wellness initiatives
- Regular updates based on user feedback
Measuring Results
Assessing the success of Employee Assistance Programmes (EAPs) involves looking at workplace outcomes and measurable impacts that justify the investment in mental health support. Below, we explore long-term effects, financial returns, and ways to gather user feedback effectively.
Long-term Effects
Effective measurement systems can lead to a 41% drop in absenteeism, a 14% increase in productivity, and an 18% boost in employee retention [Life & Progress].
Key areas to track include:
- Workplace Stress: Enhanced EAP services have been shown to reduce stress-related leave by 30% [13].
- Retention Rates: Mental health support programmes can improve staff retention by 6% [14].
- Team Engagement: Regular pulse surveys help evaluate collaboration and morale within teams.
"When we invest in our people's well-being, everyone wins." - Andy Golpys, Founder, MadeByShape [13]
Cost vs Benefit
On average, UK businesses gain £10.85 per employee from implementing EAPs [Life & Progress]. For every £1 spent on improving employee mental health, companies see a return of nearly £5 [Pluxee]. The cost of poor mental health to UK employers is estimated at £51 billion annually [Pluxee]. Tracking both direct and indirect benefits highlights the financial and operational advantages of a well-implemented EAP [14].
User Feedback
Gathering honest employee feedback is key to refining and improving EAP services.
"Employee assistance programs work best when they're woven into the fabric of company culture, not treated as a separate benefit." - Kevin Shahnazari, Founder & CEO, FinlyWealth [13]
Strategies for collecting feedback include:
- Regular Surveys: Use outcome-based surveys to measure absenteeism, presenteeism, and engagement [12].
- Anonymous Feedback Channels: These encourage open and honest responses from employees.
- Ongoing Adjustments: Use survey results to make meaningful updates to the programme.
Acting on employee feedback can increase satisfaction with EAPs by 20% [13]. This approach not only improves the programme but also ensures it aligns with the broader goal of maximising its impact.
Conclusion
Improving Employee Assistance Programme (EAP) usage rates is crucial for providing effective mental health support in the workplace. Data from various industries and organisations highlights the importance of EAPs in today’s work environments. While traditional EAPs typically see around 5% usage, newer approaches have shown rates exceeding 40% [3], indicating room for significant improvement.
The financial case is clear. Mental health issues cost UK businesses over £51 billion annually [2]. Well-implemented EAP strategies not only support employee wellbeing but also provide measurable returns on investment.
"Creating the right conditions for employees to work in, and promoting 'good work' in organisations, is important when considering the health and wellbeing of the working age population. EAPs are one way through which employers can be seen to promote positive employee health and wellbeing, however the research indicates that HR can be doing more to promote this service. Amidst this turbulent economic environment where budgets are increasingly tightened, it is now more important than ever to promote these services and determine what the cost-benefits of EAPs are for both employee wellbeing and organisational outcomes" - Dr Zofia Bajorek [15]
For example, Wellstar Health System improved their EAP utilisation from 2% to 16% by introducing digital mental health plans and cutting wait times [3]. This shows how targeted changes can make a big difference.
To maximise the effectiveness of EAPs, organisations should focus on these strategies:
- Accessibility: Provide 24/7 support across multiple platforms, as nearly half of mental health requests occur outside standard working hours [3].
- Communication: Promote EAP services regularly while ensuring confidentiality.
- Integration: Align EAPs with broader wellness programmes for a more cohesive approach.
- Measurement: Continuously assess the programme’s effectiveness and financial returns.
- Leadership Support: Encourage management to openly back EAPs, helping to reduce stigma.
As workplace mental health becomes a growing priority - with 63% of job seekers listing wellbeing support as a key factor [2] - businesses must evolve their EAP strategies to meet changing employee expectations. Doing so not only supports staff but also strengthens an organisation’s ability to attract and retain top talent.
FAQs
How can businesses in the UK boost awareness and usage of Employee Assistance Programmes (EAPs)?
To enhance awareness and usage of Employee Assistance Programmes (EAPs), businesses can adopt several effective strategies. Start by raising awareness through regular communication channels, such as company newsletters, posters in shared spaces, and a dedicated section on the intranet. Make sure employees know how to access the service and highlight the confidentiality of participation. Training managers to understand EAP benefits and spot when employees might need support is equally important.
Simplifying access is key - offer multiple ways to use the service, such as a 24/7 helpline or online counselling. Expanding the programme to include diverse services like financial advice or legal guidance can also make it more appealing. Finally, regularly seek feedback from employees to refine and improve the offering, ensuring it remains relevant and valuable to their needs.
What are the key benefits of improving access to Employee Assistance Programmes (EAPs), and how can they enhance employee engagement?
Enhancing access to Employee Assistance Programmes (EAPs) can bring significant benefits that positively impact employee engagement. By improving access, organisations can:
- Raise Awareness: Clear and consistent communication ensures employees understand the services available and how to use them.
- Reduce Stigma: Promoting open conversations about mental health helps normalise EAP usage, encouraging employees to seek support without fear of judgement.
- Improve Accessibility: Offering flexible options like 24/7 helplines, video counselling, or mobile apps makes it easier for employees to access help when they need it most.
These improvements create a more supportive workplace culture, leading to higher engagement, better well-being, and increased productivity across the organisation.
Why do men engage less with Employee Assistance Programmes (EAPs), and how can this be improved?
Men are often less likely to use Employee Assistance Programmes (EAPs) due to factors such as societal stigma around mental health, traditional masculine norms, and concerns about appearing vulnerable. Many men may also be unaware of the benefits EAPs offer or worry about confidentiality.
To increase male engagement, employers can take several steps. Raise awareness by promoting EAPs as tools for personal and professional development, not just crisis support. Normalise mental health discussions by encouraging leaders to share their experiences and fostering an open, supportive workplace culture. Emphasise confidentiality to alleviate fears about privacy, and ensure the programme is accessible through digital platforms and flexible options tailored to different needs. These approaches can help bridge the gap and encourage more men to seek support.