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Well-being and Workforce Strategy

Redesigning the EAP: Employer FAQs for Getting Started

This FAQ provides answers to common questions employers may have when considering ways to optimize their employee assistance program strategies and support employee health and well-being needs globally.

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May 21, 2026

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TABLE OF CONTENTS

  1. How many EAP counseling sessions/visits do employers generally offer?
  2. How does a traditional EAP compare to an enhanced EAP model?
  3. How do employers approach EAP contracting across multiple countries?
  4. What are the key capabilities employers are looking for when implementing an EAP globally (i.e. in multiple countries)?
  5. What legal or compliance considerations should employers keep in mind when crafting a global EAP strategy?
  6. What key performance indicators do employers use to measure the success of EAP offerings, and how are vendors held accountable?
  7. What are the advantages and drawbacks of incorporating EAP services on-site?
  8. What technological capabilities do EAPs offer?
  9. What capabilities do EAPs make available for employees with substance use disorders (SUDs) and other specialty care (e.g., eating disorders, neurodiversity)?
  10. Should my communication strategy emphasize the mental health components of an EAP or focus on work/life support to drive utilization? What have other employers done to bolster their partnerships with their EAP providers? 
  11. Do EAPs offer peer and manager trainings?
  12. What should employers consider as part of an EAP RFP?