As an employer, you want to do everything you can to get the best out of your people. But with so many legal and ethical obligations to consider, it’s important to understand your responsibilities and whether EAPs are the right choice for your business.

Employee Assistance Program (EAP) services help employees navigate personal and work-related challenges. Here we explore the benefits for employees, why traditional EAPs are failing to meet the needs of modern teams, and how EAP alternatives are addressing these shortfalls head-on.

When buying or renewing an EAP, organisations must evaluate its cost and overall impact on employee wellbeing. In this article, we’ll share the direct and indirect financial benefits associated with EAPs and how forward-thinking teams are approaching value assessment.

Clear guidance on how to access EAP benefits allows employees to tap into support when they need it most. We explore how to access EAP services via the traditional pathways, and the modern approach offered by alternatives like Sonder.

EAP counselling provides support for employees dealing with personal and work-related challenges, though its effectiveness may vary. In this blow, we cover typical inclusions, benefits and considerations of EAP counselling that employers should consider.

A traditional EAP is designed to assist employees with personal and work-related challenges. Their primary aim is to ensure employee wellbeing and maintain optimal job performance, but many employers are now looking for alternatives to provide more holistic, preventative care.

Trust in EAPs is crucial. Without it, many employees are reluctant to use them. Here we explain the codes of ethics that maintain confidentiality in employee assistance programs, and the exceptions where information can be shared.

As employee expectations grow, wellbeing support has begun to encompass medical and safety support, as well as mental health. Discover how modern platforms like Sonder are helping businesses tackle issues of staff turnover, absenteeism, presenteeism, and low engagement.