In order to demonstrate that they are still adhering to the requirements and demonstrating concern, a recent trend among firms is to incorporate (in a manner that is securely blended) EAP utilization numbers into their WHS reports.

Under Australian law, a psychosocial hazard could be a boss who emails staff late at night all the time, making them tired all the time, a direct worker who has to deal with abusive customers without any help, or a news of a reorganization that causes a lot of stress. An busy EAP gives people the help they need to deal with these risks by providing private counseling, leadership training, and help after an event. By dealing with these problems early and successfully, an EAP lowers the risk for employers while greatly improving the health and happiness of employees.

By incorporating EAP information into safety inductions, training managers to recognize early signs of mental distress, using confidentially safe EAP reporting to identify recurring themes, and offering post-incident debriefings after stressful events, the most effective workplaces do not treat employee assistance programs (EAPs) as add-ons but rather integrate them into their larger risk control systems. When the EAP is put in a position where it is considered a vital component of the WHS framework, it transforms into a tool for compliance as well as a cultural anchor.

Not only is it about having things checked off, but it is also about creating places of employment where people can develop rather than merely survive.