EAP Cost Per Employee in Australia | Understanding the Real Value of Workplace Support
Last Updated 21/10/25 By Vanessa Cortez
EAP Programs @ Mindway EAP
Employee wellbeing is no longer a “nice-to-have”, it’s a crucial part of every successful organisation. As mental health awareness continues to grow in Australia, more companies are turning to Employee Assistance Programs (EAPs) to support their teams. But one of the most common questions employers ask is, “How much does an EAP actually cost per employee?”

This article dives deep into the real cost of EAP services in Australia, explaining what influences pricing, what’s typically included, and how businesses can assess the return on investment. Understanding the cost breakdown helps leaders make informed, ethical, and sustainable decisions about workplace wellbeing support.

What You’ll Learn in This Article:
  • Average EAP cost per employee in Australia
  • Key factors that affect EAP pricing
  • The difference between pay-per-use and subscription models
  • What’s typically included in EAP services
  • The ROI and hidden benefits of EAP programs
  • How small businesses can make EAPs affordable
  • Why cost shouldn’t be the only consideration when choosing a provider

Understanding the Average Cost of EAP in Australia

Most EAP services in Australia cost between $25 to $80 per employee per year, depending on the organisation’s size, industry, and needs. Larger organisations often secure lower per-employee rates due to scale, while smaller businesses might pay slightly more for the same level of coverage. However, what matters more than the number is how that investment translates to tangible support, reduced absenteeism, increased morale, and healthier, more engaged teams.

Factors That Influence EAP Pricing

The cost of an EAP can vary widely based on several factors. The size of your workforce, the range of services included (counselling sessions, manager support, crisis response, digital wellbeing tools), and the delivery model all impact pricing. For example, an EAP that includes 24/7 phone counselling and face-to-face sessions will naturally cost more than a basic referral-only model. Regional availability and multilingual support can also slightly increase costs but provide far greater inclusivity and accessibility.
Employee:
I’ve been feeling overwhelmed lately, but I wasn’t sure if using the EAP would cost extra.
You:
It won’t, that’s what the EAP is for. We’ve invested in a program where everyone has access to confidential support without limits.

The Two Main EAP Pricing Models

Most EAP providers use one of two pricing models: “per employee per year” or “pay-per-use.”

The per-employee model is predictable and ensures every staff member has access to support at any time, regardless of usage. Pay-per-use may seem cheaper initially, but it can lead to higher overall costs if usage spikes or if staff hesitate to seek help due to perceived limits. Companies committed to a wellbeing-first culture usually choose the per-employee model for consistency and trust-building.

What’s Included in an EAP Package

EAPs are designed to cover a broad spectrum of wellbeing needs. Typical inclusions are confidential counselling, manager support, critical incident response, and access to wellbeing workshops. Some advanced programs offer digital tools like self-assessment platforms, stress management modules, and leadership training. While Mindway EAP, for instance, doesn’t provide financial advice, we ensure holistic mental health support, addressing personal, work, and emotional challenges that affect daily performance.
“Take care of your employees, and they’ll take care of your business. It’s as simple as that.”
- Richard Branson

Why EAPs Are a Smart Investment, Not a Cost

An EAP should be seen as a productivity investment rather than an expense. Studies show that for every $1 invested in employee wellbeing, businesses can expect up to $5 in return through reduced absenteeism, lower turnover, and higher productivity. EAPs also foster a culture of care and inclusion, strengthening employer reputation and retention. When employees feel supported, they’re more likely to stay loyal and motivated, outcomes that far outweigh the annual per-person cost.

The Cost of Not Having an EAP

Organisations that neglect mental health support often face hidden costs, high turnover, burnout, presenteeism, and potential legal risks. The financial and human toll of unmanaged stress far exceeds the price of an EAP subscription. In fact, even one employee crisis that escalates can cost a company thousands in productivity loss or team disruption. Proactive investment in EAPs prevents these issues before they grow.

EAP Cost Comparison Across Industries

Different industries have unique needs. In healthcare and education, where staff face emotional strain, uptake rates are often higher, making comprehensive EAP coverage essential. In corporate or tech sectors, stress and burnout may drive demand for more digital or on-demand solutions. Tailoring an EAP to the sector helps ensure cost efficiency while meeting real needs.

When a small accounting firm in Sydney introduced an EAP, the owner hesitated due to cost concerns. With only 15 employees, the per-employee pricing felt like a stretch. However, within six months, staff engagement scores rose by 35%, absenteeism dropped by half, and one employee credited the EAP with helping them through a personal crisis. The owner later said the investment paid off “not just in productivity, but in peace of mind.

Making EAPs Affordable for Small Businesses

Small businesses sometimes assume EAPs are only for large corporations, but this is changing. Many providers now offer flexible packages designed for teams as small as five employees. These programs focus on accessibility without overextending budgets. Government grants or shared provider models can also help SMEs access EAP support without high overhead.

Choosing the Right EAP Provider

Selecting the right EAP provider isn’t just about price, it’s about trust, accessibility, and alignment with your company’s values. Look for transparent pricing, data-driven reporting, and strong confidentiality guarantees. The best EAP partners focus on outcomes, not contracts, helping your business sustain wellbeing results long after the initial sign-up.

Key Takeaways
  • EAPs are affordable, high-impact wellbeing investments.
    With most costing under $100 per employee annually, they deliver significant returns in engagement, retention, and workplace morale.
  • Pricing reflects flexibility and coverage.
    Costs depend on workforce size, included services, and delivery model, but transparency and accessibility matter most.
  • The ROI far exceeds the spend.
    For every dollar spent on EAPs, businesses often see multiple returns through reduced stress-related costs and improved performance.
  • The real cost is doing nothing.
    Neglecting employee wellbeing can lead to burnout, absenteeism, and turnover, far more expensive than a proactive EAP investment.
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