Employee Assistance Programmes: Why your business needs one

Employee well-being has never been more important. With 1 in 6 workers experiencing mental health problems at work and 17.1 million working days lost annually to poor mental health in the UK, the case for robust employee support has never been stronger.

But here’s the thing: it’s not just about being compassionate towards your team. Employee Assistance Programmes (EAPs) represent a strategic investment that protects your business, boosts productivity, and demonstrates your commitment to duty of care.

What is an Employee Assistance Programme?

An Employee Assistance Programme is a confidential, employer-funded benefit that provides employees with access to professional support for personal and work-related challenges. Think of it as a dedicated wellbeing resource available 24/7.

EAPs typically include counselling services, mental health support, financial and legal advice, stress management resources, and critical incident support. The key feature? Employees can access support confidentially without their employer knowing the details of their personal circumstances.

The beauty of an EAP is that it covers everything employees might need support with, from relationship issues and bereavement through to workplace stress and financial concerns. It’s holistic support delivered by qualified professionals.

Understanding your legal duty of care

Let’s be clear: offering an EAP isn’t legally mandatory in the UK. However, your organisation does have a duty of care under the Health and Safety at Work etc. Act 1974 and increasingly under the Equality Act 2010, which recognises mental health as a potential disability.

What this means in practical terms is that you must take reasonable steps to ensure your employees’ physical and mental well-being at work. You need to identify and manage stress-related risks, and you must have support systems in place.

Offering an EAP demonstrates that you’re taking this duty seriously. It shows employees, regulators, and the courts that you’ve invested in comprehensive support structures. It’s a tangible way of proving reasonable care.

This is particularly important following several high-profile Court of Appeal cases highlighting employer negligence when stress-related illness occurs without adequate support systems in place. An EAP isn’t just nice to have anymore; it’s increasingly seen as essential risk management.

The business case: Real benefits for your organisation

The evidence is compelling. Employers investing in EAP services see genuine returns:

• Reduced absenteeism
• Improved productivity
• Better employee retention
• Financial ROI

At typical UK rates of five to fifteen pounds per employee annually, an EAP in a 100-person company costs around one thousand pounds yearly but can prevent two to three weeks of absence through improved mental health support alone. That’s your investment back within months.

Learn more about the benefits of employee assistance programmes.

Getting the cost-benefit equation right

If you’re managing costs carefully (and most organisations are), the question becomes: can we afford an EAP?

The answer is almost certainly yes. UK EAP providers typically charge between five and fifteen pounds per employee per year, depending on programme comprehensiveness. For small businesses, this sits within most benefit budgets.

But more importantly, can you afford not to? The cost of losing a single employee through poor well-being support, the fines from regulatory bodies, the reputational damage, or the legal fees from a negligence claim far exceeds annual EAP costs.

Think of it as insurance. You wouldn’t run a business without public liability insurance, would you? An EAP is exactly the same type of investment.

Implementing an EAP: Getting started

Before selecting a provider, define what you’re looking for. Do you need 24/7 access or standard business hours? Do you want counselling, financial advice, legal support, or all three? Should family members be included?

Once you’ve identified your priorities, look for providers with genuine accreditation. The EAPA (Employee Assistance Professionals Association) accreditation, counsellor qualifications through BACP or RCCP, and GDPR compliance are essential markers.

Critically, choose a provider that will feel like a genuine partner, not just a vendor. You’ll want support from them in promoting the service internally, training managers on referrals, and providing regular reporting on usage and impact.

Our colleagues at Vero HR have extensive experience helping organisations implement comprehensive wellbeing strategies as part of broader employee performance management and HR frameworks. We understand how EAPs fit within your wider people strategy.

Watch our free webinar on employee assistance programmes.

Making EAPs work in your organisation

Having an excellent EAP means nothing if employees don’t know about it or don’t feel comfortable using it. This is where many organisations fall short.

Your launch should be thoughtful and well-communicated. Use positive language around wellbeing and support, not crisis and problems. Brief your managers so they understand what the EAP offers and feel confident suggesting it to team members. Remind employees periodically about the service, especially around high-stress periods.

Confidentiality is absolutely critical to communicate. Many employees worry their employer will find out they’ve used an EAP for support. Repeatedly reassuring them that information isn’t shared with management is essential.

If you’re considering implementing an EAP or want to strengthen your overall wellbeing and HR framework, the team at Vero HR is here to help. We have over 20 years of experience supporting organisations with comprehensive HR services to identify gaps in your current approach, and we can guide you through the implementation of new initiatives.

Get in touch with us today to discuss how we can help you create a wellbeing strategy that works for your business and your people.