Employee assistance programs (EAPs) are widely regarded as valuable resources that benefit both employees and employers by promoting mental health, improving productivity and reducing workplace conflict while they enhance overall employee satisfaction and well-being.
Yet despite their ongoing popularity with employers and demand for such resources from employees — 97% of U.S. organizations with over 5,000 employees offer EAPs, and 92% of employees say they would only stay at a company that offers well-being tools — this lack of engagement is a sign that we need to apply fresh thinking around how we build EAPs that effectively meet employees where they are.
