How Business Managers Can Encourage Staff to Access EAP Services for Mental Wellbeing
In today’s fast-paced and often high-pressure work environments, supporting the mental wellbeing of staff isn’t just a nice-to-have—it’s essential for fostering a healthy, productive, and engaged workforce. Many organisations offer an Employee Assistance Program (EAP), yet these services often go underused due to stigma, lack of awareness, or uncertainty about how they work.
As a business manager, you’re in a key position to influence your team’s perception and use of EAP services. Here are some practical tips to help you encourage your staff to access the support available to them.
1. Normalise Conversations About Mental Health
One of the biggest barriers to accessing an EAP is stigma. Staff may fear being judged or seen as weak if they admit they’re struggling. As a manager, you can shift this narrative by:
- Speaking openly about the importance of mental health, just as you would physical health.
- Sharing general examples of how EAP services can help with a wide range of issues, from stress and anxiety to family challenges and financial worries.
- Modelling vulnerability where appropriate—acknowledging that everyone faces difficulties from time to time.
This helps create a culture where seeking support is viewed as a sign of strength and self-awareness, not weakness.
2. Educate Staff About What the EAP Offers
Many employees don’t use EAP services simply because they don’t know what’s available or how it works. Make sure your team understands:
- What the EAP is—a free, confidential service offered by the employer.
- Who can access it—many EAPs are also available to immediate family members.
- What’s included—typically short-term counselling, referral services, and support for issues like stress, burnout, conflict, grief, addiction, or financial hardship.
- How to access it—provide clear contact information, hours of availability, and whether the service is available online, by phone, or in person.
Regularly remind your team of the EAP through team meetings, staff newsletters, intranet posts, or even on noticeboards in shared spaces.
3. Lead by Example
When leaders visibly support the use of EAP services, it helps normalise the behaviour. While you don’t need to disclose personal details, you can say things like:
“I’ve heard from others that the EAP is a really helpful resource—if you’re feeling overwhelmed, it’s definitely worth a try.”
Or:
“I spoke with an EAP counsellor last year when I was dealing with some stress—it was confidential and really helpful.”
These small comments go a long way in reducing stigma and encouraging uptake.
4. Integrate EAP into Your Team Culture
Make mental wellbeing a regular part of your leadership and team culture by:
- Including a mental health check-in during one-on-ones or team meetings.
- Promoting self-care and work–life balance.
- Sharing mental health awareness campaigns or wellbeing resources.
- Adding EAP contact details to your email signature, internal presentations, or new starter packs.
When the EAP is embedded in everyday communication, it becomes less of a “last resort” and more of a proactive tool.
5. Respect Confidentiality
It’s essential to reassure your team that using the EAP is strictly confidential. Many employees worry that their manager or HR will be informed if they seek support. You can confidently state that:
“EAP services are confidential—your name and details are not shared with anyone at the company.”
Clarifying this point builds trust and lowers the barrier to access.
6. Recognise the Signs and Refer Gently
As a manager, you may notice changes in a team member’s behaviour—withdrawal, reduced productivity, increased conflict, or emotional distress. While you’re not expected to diagnose or fix problems, you can offer support by gently referring them to the EAP:
“I’ve noticed you seem a bit overwhelmed lately—just wanted to check in. If things are feeling a bit much, remember we have the EAP, and it might be worth chatting to someone there.”
This shows empathy and care while pointing them toward appropriate support.
Final Thoughts
Encouraging staff to use the EAP isn’t about pushing them—it’s about creating an environment where they feel safe and supported enough to take that step when they need to. As a business manager, your attitude and actions set the tone.
By breaking down stigma, keeping the conversation open, and making the EAP a visible and trusted part of your workplace culture, you help build a healthier, more resilient team—and that benefits everyone.
If you’d like to learn more about Eamployee Assistnce Program (EAP) services, please contact John Belchamber.