An Employee Assistance Program (EAP) is a workplace benefit designed to give employees confidential, professional support for issues that may affect their wellbeing or performance. While larger companies have relied on EAPs for decades, small businesses are now recognising the value of providing mental health and wellbeing support, especially as workplace stress, burnout, and retention challenges continue to rise.
Most EAPs provide services such as:

• Mental health counselling (in-person, phone, or video).
• Wellbeing resources like mindfulness programs, stress management, and financial or legal guidance.
• Crisis support for incidents like workplace accidents, bereavement, or trauma.
• Manager support to help leaders address staff concerns before they escalate.

For small businesses, these programs are not just a “nice-to-have” perk, they can directly reduce absenteeism, lower staff turnover, and help create a supportive culture that makes employees want to stay.

There are dozens of EAP providers in Australia, but not all are built with small businesses in mind. Many traditional EAPs are designed for large corporates with thousands of employees, which often means high minimum fees or rigid service structures. The following providers are well-suited to small to mid-sized businesses looking for affordable, flexible support in 2025:

• Leapwell – Known for tailored wellbeing programs with strong focus on resilience and preventative care. Offers scalable options for smaller teams.
• Mindway – A modern, tech-enabled EAP that allows employees to book a counsellor of their choice within 24 hours. Strong emphasis on accessibility, 24/7 availability, and digital-first solutions.
• BetterHR – Combines HR compliance services with employee wellbeing support, making it ideal for small businesses without in-house HR teams.
• EAP Assist – A cost-effective provider offering email-based counselling and resources, popular with very small businesses or startups.

Each of these providers differs in pricing models (per employee per year, per session, or subscription-based), and the types of support offered. Understanding these differences will help you choose the right fit for your workforce.

When selecting an EAP, small businesses should consider more than just price. A low-cost provider may look appealing but could have limitations that affect employee uptake. Here are some of the most important factors to weigh:

• Accreditation & quality standards – Ensure counsellors are registered psychologists or qualified professionals.
• Cultural awareness – If your workforce is diverse, look for multilingual support and culturally sensitive services.
• Flexible pricing – Many small businesses prefer providers that don’t require high minimum employee numbers or long-term contracts.
• Accessibility – Services should be available online, via telehealth, or in-person 24/7. If access is difficult, employees won’t use the benefit.
• Manager support – Check whether the provider offers consultation or training for managers, as this can make a big difference in workplace culture.

The best EAP is one that matches not just your budget, but also the specific needs of your employees.

It’s one thing to compare providers on paper, but hearing from businesses that already use them provides a more accurate picture of what to expect. For example:

• Some small businesses using Mindway highlight the benefit of fast appointment booking and the choice of counsellor, which encourages employees to actually use the service.
• Employers working with Leapwell note that the focus on preventative resources (like wellbeing workshops) has reduced stress-related absenteeism.
• BetterHR users appreciate the bundled HR + wellbeing support, but some report the wellbeing side is less comprehensive compared to dedicated EAP providers.
• EAP Assist is praised for affordability, though the email-based counselling format may not suit everyone, particularly those needing immediate or face-to-face support.

By understanding both the strengths and limitations of each provider, small businesses can make an informed choice.

Even the best EAP won’t have an impact if employees don’t know about it, or don’t trust it. For a successful rollout, small businesses should:

1. Introduce the EAP clearly – Communicate what it is, how it works, and emphasize confidentiality. Employees are often hesitant because they worry their employer might find out.
2. Get leadership buy-in – When managers and owners openly support the program, staff are more likely to use it.
3. Maintain visibility – Keep reminding employees through newsletters, posters, team meetings, or your intranet.
4. Collect de-identified data – Many EAPs provide usage reports that protect confidentiality while showing overall trends, like the most common types of issues or overall usage rates.
5. Review regularly – Use the data to assess whether the EAP is working, and adjust promotion strategies if uptake is low.

With consistent communication and leadership support, small businesses can ensure their investment in an EAP leads to real, measurable outcomes.