Five Strategies to Increase EAP Utilization

Employee Assistance Programs (EAPs) offer a lot, including help with mental health, legal issues, and money troubles, to name a few. But the problem is, hardly anyone uses them.

A 2023 study from the Employee Assistance Professional Association (EAPA) found that only 6-10% of employees take advantage of these services each year. That means a lot of people who could use the help aren’t getting it, and companies that pay for these programs aren’t seeing their full value.

Simply reminding employees that EAPs exist won’t solve the issue. A better approach makes the program feel accessible, useful, and free of stigma. Try these five strategies to increase engagement:

Strategies to Increase EAP Utilization

1. Promote Awareness and Education

One of the primary reasons for low EAP usage is a lack of awareness. Many employees are unaware of the services available to them. Managers and organizations should take proactive steps to educate employees about the EAP services they have available to them. This can include:

• Onboarding Training: New hires already get a ton of information during orientation. Adding EAP details to that process helps establish early awareness. A quick rundown of available services, plus simple instructions on how to access them, makes a difference.
• Regular Reminders: One email at the start of the year won’t cut it. Short mentions in newsletters, intranet updates and team meetings keep EAPs from becoming an afterthought. The more familiar these services feel, the more likely employees are to use them when they need help.
• Interactive Workshops: A webinar or Q&A session makes EAPs less of a mystery. Walking employees through what’s available and how to access support removes hesitation. Bringing in an EAP representative to answer questions helps, too.

Evidence: A 2022 survey by the Employee Assistance Professional Association (EAPA) found that companies that actively promoted their EAPs saw utilization rates rise by 30%.

2. Normalize the Use of EAPs

Many employees avoid EAPs because they worry about judgment. Some see asking for help as a weakness, even when they need it. A workplace that treats mental health resources as normal and useful changes that mindset.

• Lead by Example: Employees take cues from leadership. When managers openly discuss using EAPs or other mental health resources, it sends a clear message: seeking support is normal. A brief mention in a meeting or a company-wide email makes a difference. No need for oversharing—just acknowledgment that these services exist and are worth using.
• Encourage Use: People hesitate when they think reaching out might be frowned upon. A workplace that regularly communicates the importance of mental health removes that hesitation. EAPs should be framed as a practical tool, not a last resort.

The Numbers: A 2021 study in the Journal of Occupational Health Psychology found that workplaces where management actively supported mental health resources saw a 25% jump in EAP usage. Employees take mental health more seriously when they see their leaders doing the same.

3. Integrate EAPs into Wellness Programs

EAPs work best when they’re part of a larger wellness plan, not just a separate service on the side. Tying them into other workplace wellness efforts makes them more visible and more likely to be used.

• Holistic Wellness Programs: Stress management workshops, financial planning sessions and fitness programs all play a role in employee well-being. EAPs fit right in. Making them part of existing wellness efforts increases awareness and helps people see them as a natural option when they need support.
• Partnerships with External Providers: Bringing in external wellness providers adds credibility and makes EAP services more accessible. Employees benefit from a wider range of resources without having to figure out where to look.

Proof it Works: A 2023 report from the American Psychological Association (APA) found that companies that connected EAPs to broader wellness programs saw a 40% increase in usage. Keeping these services separate led to lower participation.

4. Simplify Access and Reduce Barriers

Complicated systems turn people away. If accessing an EAP feels like a hassle, employees won’t bother. The process should be simple, private, and available in ways that fit different needs.

• User-Friendly Platforms: Mobile apps, online portals, and confidential hotlines all make it easier to reach support when it’s needed. A one-size-fits-all approach doesn’t work—people should have options.
• Clear Communication: Clear instructions matter. Employees should know exactly how to get help without having to hunt for details or ask awkward questions. Confidentiality should be emphasized so no one hesitates out of fear their employer will find out.

The Data:A 2022 survey from the National Institute for Occupational Safety and Health (NIOSH) found that companies that made EAPs easier to use saw a 20% jump in employee participation.

5. Solicit and Act on Feedback

Regularly seek feedback from employees about their experiences with EAP services and any barriers they face. Use this feedback to improve the program and adjust as needed:

• Anonymous Surveys: Conduct anonymous surveys to gather honest feedback about EAP services.
• Focus Groups: Organize focus groups to discuss EAP experiences and gather suggestions for improvement.

Evidence: According to a 2023 report by the Society for Human Resource Management (SHRM), organizations that actively sought and acted on employee feedback regarding EAP services saw a 15% increase in satisfaction and usage.

Employee Assistance Programs give employees real support—mental health resources, legal advice, financial guidance, and more. But just offering these services isn’t enough. People need to know about them, feel comfortable using them, and have easy access when they need help.

Making EAPs part of a company’s wellness efforts, removing the stigma, simplifying the process, and listening to employee feedback all help boost engagement. The numbers back it up: companies that take these steps see higher participation & a more supported workforce. When employees feel taken care of, they work better, stay longer, and contribute more to the company’s success.

Strengthen Your EAP with Uprise Health

Uprise Health offers a strategic advantage in optimizing your Employee Assistance Program. Our mental healthcare solutions boost utilization rates and strengthen workforce support and resilience. By integrating Uprise Health’s EAP services, you will be well-positioned to implement effective strategies, ultimately fostering a healthier and more engaged workforce.

Request a demo today!