How employers can promote EAP use in the workplace

Employee Assistance Programs (EAPs) are one of the most valuable, underutilized benefits in the workplace. These programs offer free, confidential assistance for a range of life challenges, including mental health concerns, financial stress, legal questions, caregiving responsibilities, and more. Yet, many employees are either unaware that they have access to an EAP or are unsure how to use it.

As employers look to support their teams more holistically, promoting an EAP and normalizing its use must become a strategic priority. Here are some practical ways to encourage EAP engagement across your workforce.

1. Make it part of the onboarding conversation
Employees need to hear about the EAP before they need it. Don’t just include it as a bullet point in a long list of benefits during orientation; take a moment to explain what it is, how it works, and provide relatable examples of how employees and their families might use it.

For instance, you might say, "Let’s say you’re struggling with anxiety, navigating a divorce, or dealing with a teenager’s behavioral issues. Our EAP gives you access to licensed counselors, legal consultations, and child or elder care referrals – all free and completely confidential."

By sharing real-world scenarios, you humanize the benefit and reduce the stigma around using it.

2. Create visibility through internal communication
The EAP should be promoted with the same regularity and enthusiasm as company events or professional development initiatives. Consider including EAP highlights in your internal newsletter, perhaps featuring monthly reminders of services available, or tailoring the content to be seasonally relevant, such as stress management during the holidays or childcare resources in the summer.

You can also post information on the company intranet, Slack channels, or HR portals. Aim for short, friendly copy and clear calls to action like, “Need help managing stress? Tap into your free EAP resources 24/7.”

3. Keep flyers, posters, and QR codes in high-traffic areas
Physical reminders still matter. Place well-designed flyers or posters in breakrooms, near time clocks, restrooms, and other highly visible areas. These should include a description of the EAP services and a QR code linking directly to the EAP provider’s app or login portal. Don’t assume that a one-size-fits-all design will work; consider rotating flyers with specific services highlighted.

4. Simplify access and encourage app use
Many EAP providers now offer robust mobile apps with easy-to-use interfaces. Encourage employees to download the app during orientation or onboarding, and walk them through the login process if needed. Making that first point of access as frictionless as possible can be the difference between someone reaching out or not.

Additionally, store EAP hotline numbers and links in your company-wide shared contacts list, and have managers save EAP-related numbers in their phones. That way, when a team member reaches out outside of work hours or in a stressful moment, the manager can quickly say, “Here’s a number you can call – someone is available 24/7.”

5. Normalize through culture and leadership
Perhaps the most powerful tactic is to make conversations around mental health and personal well-being a normalized part of your workplace culture. Leaders and HR professionals should speak openly about the value of EAPs – not just as a resource in crisis, but as an everyday tool for support.

It’s also important to address concerns proactively. You might hear an employee say something like, “I’d love to get help, but I can’t afford it.” That’s a perfect opportunity to clarify: “Actually, our EAP provides several counseling sessions at no cost to you, and it’s 100% confidential.”

Make it a habit to check in with employees when you notice a shift in mood or performance, and gently remind them that the EAP is always available. Even placing EAP resources in email signatures or new hire packets helps embed the message that help is available.

An EAP only works if people know about it, feel comfortable using it, and can get to it easily. By embedding reminders into everyday operations, making conversations about mental health normal, and removing barriers to access, employers can improve utilization. The result is a healthier, more supported workforce – and a company that walks its talk when it comes to employee well-being.