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The Workplace Mental Health Resource You’re Probably Underusing
- Elizabeth Eldridge
- Mar 21
- 4 min read
When it comes to supporting mental health at work, leaders sometimes feel like they need to have all the answers. I’ve got good news for you — that’s simply not true! You’re not expected to solve every problem your team is facing. One of the best ways to support employees is simply to make sure they know what resources are available, how to access them and why they matter.
Enter: your organization’s Employee Assistance Program.
Despite being an incredibly valuable resource, the EAP is often misunderstood, underused or completely forgotten. As a consultant, I regularly meet employees who’ve heard the term but have no idea what it actually offers — or that it’s free, fast and confidential.
If you're a leader, supervisor or manager, part of your role is helping your team stay informed. Because when someone’s struggling, they may not think to dig through HR documents or log into the company portal. They need a reminder, a nudge or a conversation that helps them realize support is already available.
Why Your EAP Deserves a Spotlight
EAPs are a gateway to professional support services — often much faster than what’s available through public health systems or even private insurance.
If you or someone on your team is looking for counselling, for example, going through the EAP can often get you booked with a therapist in days, rather than the weeks or months you might otherwise have to wait. That kind of access can be a game-changer in moments of crisis or overwhelm.
And it’s not just employees who are covered. Spouses and dependents can typically access the same services, with the same guarantee of complete confidentiality. In fact, many Employee Assistance Programs have now rebranded with the acronym ‘EFAP’ (Employee and Family Assistance Program) to highlight this fact.
EAPs are provided by a third party and paid for by the employer, meaning there’s no out-of-pocket cost for employees and no claims to submit. But mental health is just the beginning. Most EAPs also include:
Financial counselling (budgeting, debt, retirement planning, etc.)
Legal advice
Parenting and family support
Nutrition and wellness coaching
Workplace conflict resolution
Career coaching
…and more!
The services included can vary, so it’s worth checking what your organization’s current provider offers, and keeping up to date with any changes. Providers and program details can shift, so make it a habit to review what’s available every few months.
6 Ways to Boost EAP Awareness and Utilization
1. Talk About It Often
One mention during onboarding isn’t enough. Make EAP info a regular part of the conversation. Include it in staff meetings, newsletters, onboarding refreshers and even casual check-ins — especially when someone seems overwhelmed, but also when things are rolling along well.
2. Highlight Confidentiality
One of the biggest barriers to EAP usage is the fear that someone at work will find out. Make it crystal clear: EAPs are completely confidential. Employers don’t receive any personal details, just anonymized usage statistics (typically quarterly). And that same confidentiality extends to spouses and dependents. I’ve had many conversations with employees who have been considering reaching out to Employee Assistance in the midst of a struggle but told me, “I don’t think it’s a great time to tap into the EAP… I’ve been working hard for a promotion and I don’t want my manager to think I’m having a hard time and might not be able to handle the extra stress of the new role.” Because stigma is unfortunately still, at least to some degree, alive and well in most workplaces, there’s often a fear of judgment or discrimination. Put these fears at ease by emphasizing that no one in the organization knows when someone uses the EAP, or for what purpose.
3. Normalize It as a Tool for Everyone
Many employees see the EAP as something you only use when you're in serious crisis. Help shift that mindset. Remind your team that the EAP is a proactive tool. It offers support for everyday challenges like parenting stress, relationship concerns or even navigating career goals.
4. Make It Easy to Access
Don’t make people dig. Share contact info in visible spots:
Email signatures
Office posters or bulletin boards (the inside of the door on washroom stalls are a great choice! These are high-traffic, private areas that are especially helpful to someone who might not be comfortable snapping a pic of a poster in the break room)
Slack or Teams channels
Employee newsletters
The company intranet or HR portal
Bonus tip: If your EAP has an app or 24/7 hotline, promote it regularly.
5. Keep Yourself Informed
EAPs can change over time. New services may be added, providers might shift or access instructions could be updated. Stay current so you can confidently share accurate, helpful information with your team.
6. Train Leaders to Spread the Word
Managers and supervisors are often the first point of contact when someone is having a tough time. Make sure they’re equipped to explain what the EAP offers and how to access it — without needing to be a counsellor themselves. Sometimes all it takes is saying, “Hey, we have a free service that might be able to help. Want me to send you the info?”
You don’t have to be a therapist to support mental health at work. One of the most impactful things you can do is ensure your team knows what’s available to them and that they feel comfortable using it.
So if you haven’t already, take five minutes today to review your company’s EAP. Know what’s included. Know how to access it. And most importantly, make sure your team knows, too.
Because the more we normalize these conversations and resources, the healthier — and more supportive — our workplaces become.
Elizabeth Eldridge is a Psychological Health & Safety Consultant based in southern New Brunswick, Canada. In addition to keynote speaking and corporate training on mental health in the workplace, she supports organizations across the country on the adoption of Canada's best practice guidelines on psychological health and safety management. She is the Founder & President of Arpeggio Health Services which provides standardized education programs like Mental Health First Aid, The Working Mind, QPR Suicide Prevention and more.
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