Australian EAP Providers Offering Pay-Per-Use Counselling Services
Last Updated 5/8/25 By Vanessa Cortez
EAP Programs @ Mindway EAP
EAP Programs @ Mindway EAP
Many Australian businesses want to provide mental health support to their employees but worry about the cost of traditional Employee Assistance Program (EAP) models. Pay-per-use counselling offers a flexible alternative where you only pay when employees actually use the service.
This approach can be ideal for small to medium-sized businesses, seasonal industries, or workplaces where uptake of support services is low but still essential. In this article, we explore how pay-per-use EAPs work, which Australian providers offer them, and what you should consider before making a decision.
What You’ll Learn in This Article
This approach can be ideal for small to medium-sized businesses, seasonal industries, or workplaces where uptake of support services is low but still essential. In this article, we explore how pay-per-use EAPs work, which Australian providers offer them, and what you should consider before making a decision.
What You’ll Learn in This Article
- How pay-per-use EAP counselling works
- Which Australian EAP providers offer pay-per-use services
- Benefits and drawbacks for employers
- Industries that can benefit from this model
- Key questions to ask your EAP provider
- How to implement a pay-per-use EAP effectively
How Pay-Per-Use EAP Counselling Works
A pay-per-use EAP operates differently from traditional models that charge a set fee per employee each year. Instead, the employer is charged only when an employee books and attends a session. This means if your team uses two counselling sessions in a month, you only pay for those two sessions.
Providers often offer multiple access methods, including phone, video, and in-person counselling. In some cases, usage reports can be provided so employers can see anonymised data on how the service is being accessed. The flexibility of this model allows businesses to maintain support options without committing to a large fixed budget.
Benefits and Drawbacks for Employers
Benefits:
- Cost efficiency – You only pay for the services employees use, making it ideal for smaller teams or those with lower uptake.
- Adaptability – The model works well for businesses with fluctuating staff numbers, such as seasonal or project-based industries.
- Targeted support – Employers can offer a valuable resource without committing to large annual contracts.
- Budget unpredictability – If employee usage spikes unexpectedly, monthly costs may be higher than anticipated.
- Limited proactive engagement – Because the model charges per use, some employers may promote it less frequently, potentially reducing employee awareness.
Employee:
We’ve chosen a pay-per-use EAP so you can access a counsellor whenever you need without worrying about costs. The business covers the session each time you use it.
You:
That’s reassuring. It means I can get help without it being a big expense for the company.
Industries That Can Benefit from This Model
The pay-per-use approach is particularly suited to industries with variable workforces or changing operational demands:
- Retail and Hospitality – High turnover and changing rosters mean flexibility is key.
- Construction – Project timelines and staff changes make a fixed annual EAP less practical.
- Professional Services Firms – Small legal, accounting, or consulting firms can provide quality mental health support without overcommitting financially.
- Agriculture and Seasonal Work – Staff levels can vary widely throughout the year, making a usage-based model more cost-effective.
Key Questions to Ask Your EAP Provider
What is the cost per session, and does it vary by time of day or type of counselling?
- Are there minimum usage requirements or setup fees?
- How quickly can employees book an appointment after requesting one?
- Is crisis support available 24/7?
- Can you provide anonymised usage reports for employers?
- What qualifications do your counsellors hold, and are they registered with recognised industry bodies?
“Investing in mental health is not a cost. It’s a strategy for resilience.” – Unknown
How to Implement a Pay-Per-Use EAP Effectively
- Communicate clearly with staff – Make sure employees understand the program is confidential and free for them to use.
- Promote access channels – Share phone numbers, booking links, and support hours widely.
- Train managers and supervisors – Equip them to recognise signs of distress and refer employees to the EAP appropriately.
- Monitor usage and feedback – Regularly review anonymised data to ensure the service is being used and meeting staff needs.
- Adjust promotion efforts – If uptake is low, consider running awareness sessions or integrating EAP information into onboarding.
Key Takeaways
- Only Pay for What is UsedThe pay-per-use model means charges apply only when an employee attends a session.
- Cost Control for Smaller TeamsIdeal for small or seasonal workforces that do not need unlimited access.
- Multiple Access OptionsProviders often offer phone, video, and face-to-face counselling to suit employee preferences.
- Thorough Provider Selection MattersChoosing a transparent and responsive provider ensures you get value from the service.
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