• Confidential support – so staff and volunteers can seek help without stigma or judgment.
• Early intervention – catching small issues before they become crises.
• Specialist services – counselling, financial advice, legal guidance, and crisis support.
• Affordable flexibility – scalable pricing that suits tight budgets.

For nonprofits, offering an EAP signals that leadership cares about staff wellbeing, which can also boost morale and retention in a sector where salaries are often less competitive.

• Pricing model – Look for per-employee or pay-per-use models to avoid paying for services you don’t use.
• Flexibility – Ensure packages can scale up or down as your workforce (including volunteers) changes.
• Range of services – Mental health counselling is essential, but additional support like financial coaching or trauma counselling can be valuable.
• Accessibility – 24/7 phone and online counselling ensures staff in different locations can get help.
• Sector experience – Providers familiar with nonprofit and charity challenges can deliver more relevant support.

• Competitive pricing tailored for smaller organisations
• Confidential 24/7 counselling available via phone, video, or face-to-face
• Specialised programs designed for nonprofit sector stressors and workloads
• Flexible contracts so organisations only pay for what they need

• Flexible subscription models with scalable support options
• Wide range of wellbeing resources, including financial and legal advice
• Strong experience in supporting charity and community workplaces
• Digital platform offering resources and self-guided wellbeing tools

• Cost-effective packages suitable for nonprofits and small teams
• Employee self-referral and manager referrals available
• Emphasis on early intervention and preventative care
• Ability to add training and workshops for managers

• Regular promotion – Share EAP details in team meetings, newsletters, and onboarding packs.
• Normalise usage – Encourage leaders to openly discuss mental health and endorse the program.
• Integrate with wellbeing initiatives – Combine EAP with existing programs like mindfulness workshops, peer support groups, or flexible work options.
• Track usage and feedback – Work with your provider to review anonymised reports and adjust promotion or services as needed.

• Start small – Trial the service with a limited group or short-term contract before committing long-term.
• Negotiate pricing – Many providers offer discounts based on organisation size or sector.
• Blend resources – Pair your EAP with free mental health tools such as Beyond Blue, Black Dog Institute, or Lifeline resources.
• Engage leadership – Ensure managers and board members actively support and promote the EAP to increase staff confidence in using it.