As you may recall, EAPAA invested in the development of this piece in response to both the Sonder publication and also the growing need for EAPAA to have more of a voice on best practice EAP with client organisations. This article now marks a significant opportunity for us to raise our voice and promote EAPAA accredited members and our programs.

This report is intended for business leaders in Australia and New Zealand who are interested in supporting the mental health and wellbeing needs of mployees within their organisations. Offering an Employee Assistance Program (EAP) benefit is considered best practice in working toward this goal.

In late 2023, a survey of 19 provider members of the Employee Assistance Professionals Association of Australasia (EAPAA) found that over 13,300 employers in Australia and New Zealand offered an EAP benefit to a combined total of 9.3+ million employees..

Debunking myths about EAP services EAPAA®

1. MYTH | Techno-EAPs have dramatically higher “use rates” than traditional EAPs
2. MYTH | Digital-only services are all
3. MYTH | EAP counsellors are not health professionals
4. MYTH | EAP counselling services are not effective
5. MYTH | EAP counselling is only for employees with mental health or work-related issues
6. MYTH | EAP counselling is only for employees with ‘crisis’ level problems
7. MYTH | EAPs are not available after regular business hours
8. MYTH | EAP use is not available to family members
9. MYTH | EAP counselling is only available in-person and not using remote access online
10. MYTH | EAP has long wait times to get counselling
11. MYTH | Use of EAP counselling sessions is limited
12. MYTH | EAP services should be purchased by employers with a fixed annual pricing contract
13. MYTH | EAPs are not promoted enough
14. MYTH | EAPs lack useful reporting for customers
15. MYTH | EAPs lack data analytic services for customers
16. MYTH | Business customers of traditional EAPs are not satisfied and are looking for alternatives

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