EAP Programs @ Mindway EAP
Since the national introduction of psychosocial hazard regulations under Work Health and Safety (WHS) laws, employers must now identify and control risks that could harm an employee’s mental health. This includes issues like excessive workload, bullying, poor communication, job insecurity, or even unclear expectations.
While compliance may sound complex, one of the simplest and most effective measures for addressing these risks is offering a confidential Employee Assistance Program (EAP).
EAPs bridge the gap between legal responsibility and human connection,ensuring every team member has access to support when work becomes overwhelming.
What you'll learn:
- What counts as a psychosocial hazard under WHS and WorkSafe laws
- How EAPs support compliance with new psychological safety regulations
- The real costs of ignoring mental health obligations
- Examples of psychosocial risk scenarios at work
- How leaders can integrate EAPs into risk management plans
- A real-world story of compliance transformation
- A sample conversation between employee and employer
- A famous quote on workplace responsibility
- Four actionable takeaways for business owners
What Are Psychosocial Hazards in the Workplace?
Common examples include:
- Excessive workload or unrealistic deadlines
- Lack of support or unclear roles
- Bullying, harassment, or exclusion
- Poor change management or job insecurity
- Emotional strain from dealing with customers or trauma
Under WHS laws, employers are required to identify, assess, and manage these risks. Failing to do so can now result in the same level of investigation and penalty as neglecting physical safety.
How EAPs Support Legal Compliance
For employers, having an EAP demonstrates compliance in two key ways:
- It shows a reasonable step to manage mental health risks.
- It provides documented evidence of proactive support in case of regulatory audits.
Many companies now include EAP usage data (confidentially aggregated) in their WHS reports, showcasing ongoing compliance and care.
The Cost of Ignoring Psychosocial Hazards
Organisations that ignore stress, burnout, or toxic behaviour risk higher absenteeism, WorkCover claims, and regulatory scrutiny.
WorkSafe Victoria and SafeWork NSW have both issued fines and directives to companies that failed to control psychosocial risks. Beyond the penalties, the emotional toll on teams, burnout, turnover, and conflict, can erode morale and performance for years.
An EAP isn’t a luxury, it’s protection against those outcomes.
— Unknown
Practical Examples of Psychosocial Risk Scenarios
- A manager constantly emails staff late at night, leading to chronic fatigue.
- A frontline worker deals with abusive customers daily, with no outlet for support.
- A restructuring announcement creates job insecurity and panic among employees.
An active EAP provides the tools to handle them, confidential counselling, leadership training, and post-incident support—reducing the employer’s exposure while improving wellbeing outcomes.
Integrating EAPs into Risk Management Plans
This might include:
- Including EAP details in safety inductions and onboarding materials
- Training managers on early signs of mental distress
- Using EAP reports (without breaching confidentiality) to track recurring themes
- Offering post-incident debriefs after stressful workplace events
By positioning the EAP as part of your WHS framework, it becomes both a compliance tool and cultural anchor.
They decided to implement an EAP alongside psychosocial hazard training for leaders. Within six months, staff satisfaction scores improved, and turnover dropped by 20%. WorkSafe later noted the company’s approach as a “model example of proactive mental health risk management.”
The shift wasn’t just about compliance, it was about changing how people felt at work.
The Future of Psychosocial Safety in Australia
Having an EAP positions your organisation ahead of the curve, showing not only compliance but leadership.
It’s not just about ticking boxes; it’s about creating workplaces where people thrive, not just survive.
- Psychosocial Safety Is Now LawAustralian employers must identify and control mental health risks, not just physical ones.
- EAPs Are a Practical Compliance ToolThey demonstrate “reasonable steps” to meet your duty of care.
- Prevention Is Better Than PenaltiesIgnoring psychosocial hazards can result in fines, injury claims, or staff turnover.
- Culture and Compliance Work TogetherEAPs protect your business, and empower your people.
We Customise Every Program to Fit Your Organisation
Flexible Support - Billed Per Session
Ideal for organisations that want to start small and scale as needed. Only pay when your team uses the service.
Included in PAYG:
✔️ Pay per session model
✔️ Tailored Mindfulness Program
✔️ Professional support within 12–36 hours
✔️ 24/7/365 booking number
✔️ Real-time analytics portal
All-Inclusive Support
Best for teams seeking consistent, proactive support with built-in sessions and added value for managers and leaders.
Includes everything in PAYG, plus:
✔️ Set sessions included per employee, per year.
✔️ Dedicated program specialist
✔️ Priority critical incident support
✔️ Monthly live leadership/manager training (mental health, leadership, communication & more)
Get Tailored EAP Quote
Support your team with personalised and fast support. Fill out the form below to get a personalised EAP for your organisation.