Employee mental health support beyond EAPs

In 2023, mental health is a top priority for employees and employers alike. According to a SHRM study, 41% of U.S. employees said they would likely or very likely leave their current job if offered a new position with significantly improved mental health benefits. While many companies offer employee assistance programs (EAPs), it’s important to provide well-rounded employee mental health support beyond EAPs. If retention and securing top talent are your goals, you should explore some of these resources below that can help improve employee mental health. 

What is an EAP?

In essence, an EAP is a confidential resource designed to support employees facing personal or professional challenges that may impact their well-being and job performance. These programs offer a wide variety of services, including counseling, mental health support, and assistance with issues like stress management and work-life balance. By providing a safety net for employees, EAPs not only enhance the overall mental and emotional health of your employees, but also contribute to increased job satisfaction and performance.

Misconceptions around EAPs

Unfortunately, many companies struggle with low usage of their EAPs due to employee misconceptions. One big misconception employees have is the thought that utilizing an EAP will incur personal expenses. It is key to communicate to your employees that EAPs are generally employer-funded. Another common misconception is concerns about privacy with sensitive information. 

The truth is, EAPs take privacy seriously, so employees can seek help without stressing about their personal information being shared. Clearing up these misconceptions and highlighting the low-cost and confidential nature of EAPs can boost engagement and get more employees tapping into these useful resources.

Do EAPs provide enough support to meet employee needs?

Relying solely on EAPs may fall short of addressing all the diverse mental health needs of today’s workforce. EAPs often focus on crisis intervention and short-term problem-solving, but a comprehensive approach to employee wellness should extend beyond reactive measures. Additionally, EAPs may not fully encompass the evolving challenges employees face, such as the growing importance of work-life balance and career development.

EAPs and beyond

To cultivate a mentally healthy workplace, it’s important to consider offering resources beyond traditional EAPs that can help improve mental wellness. Health savings accounts (HSAs) give employees the opportunity to save money on a variety of mental health-related costs such as therapy and prescription/OTC meds. And employees can use lifestyle spending account (LSA), funds for emotional wellness eligible expenses including counseling services and medication classes.

Additionally, allowing flexible work arrangements acknowledges the diverse needs of your workforce, promoting a better work-life balance. Initiatives aimed at reducing the stigma around mental health, such as awareness campaigns and open conversations help create a supportive environment as well. To go even further, hosting mental health workshops can provide practical tips for employee mental wellness. By combining these mental health resources along with EAPs, you can create a comprehensive wellness strategy that addresses various aspects of employees’ lives and actively promotes a workplace culture where mental health is a priority.

Are you interested in learning more about how to support your employees? Check out our employee wellness guide!

The information in this blog post is for educational purposes only. It is not legal or tax advice. For legal or tax advice, you should consult your own legal counsel, tax and investment advisers. 

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