Employee Assistance Programs (EAPs): Do They Still Work?

Executive Summary

For decades, the Employee Assistance Program (EAP) has been the silent cornerstone of employer mental health support in Canada—offering employees confidential access to counselling, crisis lines, and work-life resources.

But in 2025, with mental health needs at an all-time high, the traditional EAP model is being called into question:

• Utilization is low.

• Awareness is poor.

• Perceived value is minimal.

In this article, we critically examine whether EAPs still work—and what employers must do to make them effective. We’ll cover:

• The current state of EAPs in Canada

• Why most programs are underutilized

• How to audit your EAP for value and fit

• Alternatives and enhancements (digital tools, expanded sessions, integrated models)

• Communication and culture strategies that boost usage

• Benchmarks for usage, cost, and impact

1. What Is an EAP—and What’s It Supposed to Do?

An Employee Assistance Program is:

• A confidential counselling and referral service

• Available 24/7 to all employees (and often their families)

• Free to the employee, paid for by the employer

• Meant to support mental health, financial issues, legal matters, substance use, and more

Historically, EAPs were built to:

• Support short-term intervention

• Prevent long-term disability and absenteeism

• Provide immediate help in a crisis

But the modern workplace has changed—expectations are higher, needs are broader, and one-size-fits-all is no longer enough.

2. The State of EAPs in Canada Today

Despite near-universal employer adoption, most EAPs go unused by 85–90% of the workforce.

3. Why Utilization Rates Are So Low

• Lack of awareness (employees don’t know it exists or how to access it)

• Stigma around mental health, even with “confidential” services

• Poor communication—hidden in a booklet or buried in an HR portal

• Low perceived value (3-session limits don’t meet real needs)

• No digital access (app-free programs lag behind)

• No cultural reinforcement from leadership or managers

4. Common Employer Mistakes with EAPs

• Selecting the cheapest EAP option during RFPs

• Not asking for utilization data or outcomes reports

• Using EAPs as their only mental health offering

• Not training managers to refer or speak confidently about the program

• Keeping EAP information siloed from onboarding and benefits communications

5. Auditing Your EAP: Key Questions to Ask

• What is our current utilization rate? Is it increasing or decreasing?

• How many sessions are available per issue? Per year?

• Can employees access support digitally (app, chat, video)?

• How culturally competent are the counsellors?

• Are employees getting timely appointments?

• Do we receive aggregate reporting (without violating confidentiality)?

• How easy is it for a new employee to access the EAP?

6. EAP Session Models: From 3 to 12+

Pro tip: Ask if session limits are per issue, per year, or per household—it makes a big difference.

7. Integration with Mental Health Strategy

Modern employers are evolving EAPs to fit a broader framework:

• Integration with disability case management

• Shared reporting across mental health providers

• Coordination with virtual care and digital CBT

• Warm referrals from managers and HR

EAPs should be one part of a multi-layered support model, not a stand-alone offering.

8. Digital-First and Hybrid EAP Models

The next generation of EAPs include:

• Mobile-first platforms with app-based access

• Chat, video, and text therapy

• Asynchronous support (messaging-style counselling)

• Wellness tools (journaling, sleep tracking, mindfulness content)

• Live therapy scheduling online (no phone wait times)

Popular providers include:

• Inkblot (Owned by Green Shield Canada)

• Telus Health 

• Dialogue (with mental health add-ons)

• headversity, MindBeacon (CBT programs)

9. Communication Strategies That actually Work

Rule of thumb: Communicate your EAP four times a year, in four different ways.

10. Benchmarks: Utilization, Cost, and Session Value

11. Should You Replace or Upgrade Your EAP?

Consider replacing if:

• Utilization is under 5%

• Provider doesn’t offer digital access

• No reporting is available

• Sessions are too limited

• Employees complain about accessibility or support quality

Consider enhancing if:

• EAP is trusted but underused

• You want to integrate mental health more holistically

• You have the budget for an improved model

• You’re rolling out broader culture or DEI initiatives

Final Thoughts

EAPs aren’t broken—but they need to evolve.

In today’s workforce, a basic 3-session crisis line with no digital access just won’t cut it.

Make sure your EAP is:

• Accessible

• Trusted

• Integrated

• Promoted

• Measurable

And if it’s not? Replace it with something better. Your employees deserve it—and your benefits plan ROI depends on it.