For employers, an EAP can help reduce absenteeism, increase productivity, and demonstrate a commitment to staff wellbeing. For employees, it provides a safe and confidential way to get help without the cost or waiting times often associated with private mental health services.

Australian workplaces also need to ensure any EAP provider they choose complies with privacy legislation, keeps all sessions confidential, and employs accredited professionals.

1. Assess Workplace Needs – Identify the types of support your employees might require by conducting surveys, reviewing HR data, and assessing workplace risks.
2. Set a Budget – Determine what you can spend annually on an EAP. Costs may be per-employee, per-session, or based on a fixed package.
3. Research EAP Providers – Compare services, availability (including after-hours support), counsellor qualifications, and reporting options.
4. Customise the Program – Choose whether you’ll offer phone, video, in-person sessions, or a mix. Decide on session limits per employee.
5. Promote the EAP Internally – Clearly communicate to staff how they can access the service, reassure them about confidentiality, and make contact details easy to find.
6. Launch and Monitor – Start the program and regularly review usage and employee feedback to make improvements.

• Offer access to accredited counsellors experienced in workplace mental health.
• Provide multiple communication channels (phone, video, online chat).
• Have 24/7 availability for urgent situations.
• Supply clear, de-identified reports to help employers assess program value without breaching confidentiality.
• Provide additional resources like manager support, critical incident response, and wellbeing training.

• Usage rates (without identifying individuals)
• Employee satisfaction surveys
• Reduced absenteeism and turnover rates
• Feedback from managers on workplace morale and performance