Never before has mental health been more central to business operations than it is now. Employee Assistance Programmes (EAPs) are a great tool to ensure your employees are supported to bring their best selves into work. But the vast majority of EAPs don’t work. They are underutilised, not fit for purpose, and often do not provide the assistance many employees need. This is costly to your business when these services backfire. Why do most EAPs fail and what needs to be done? I will explain the pitfalls of a poorly structured EAP and why most traditional EAPs miss the mark, and I will guide you to think differently about how to actually meet the psychological needs of the people in your business to not just cope with their problems but thrive in their role.

1. EAP shortfalls: A mis-matched approach and efficacy challenges
2. Crisis reliance: Late EAP utilization and exacerbation of mental health issues
3. Comprehensive EAP model: Integration of effective psychology interventions
4. Long-term impact: Transitioning from suffering to thriving with lasting benefits.