Is the solution to mental health absences right under our nose?

Content
- The link between work and mental health
- When EAPs work, they work – but many fall short
- Rethinking EAPs for the modern workplace
- What employees want
- Building a modern EAP
As a source of purpose, belonging, and growth – work can and should be good for our mental health. But for too many employees that’s far from the case. Our latest research reveals a stark reality: 77% of U.S. employees who took time off for mental ill-health say their workplace played a role.
The human and financial impact is staggering, but the solution might be closer than we think. By rethinking how we approach mental health in the workplace – especially the role of Employee Assistance Programs (EAPs) – employers can turn the tide.
The link between work and mental health
We surveyed 3,000 U.S. employees to understand the relationship between workplace environments and mental health, as well as the effectiveness of current support systems.
We found that:
- 13% of employees took time off in the last year for mental health reasons.
- 77% of those employees said their workplace contributed to their mental health struggles.
With Gallup estimating missed work due to mental ill-health costs the U.S. economy $47.6 billion annually, what can workplaces do to better support their people?
When EAPs work, they work – but many fall short
Employee Assistance Programs (EAPs) are often a cornerstone of workplace mental health strategies, designed to offer confidential support for both personal or work-related challenges. They typically include access to counseling, legal or financial advice, and crisis management resources, aiming to help employees manage difficulties that might otherwise impact their mental health or job performance.
Yet awareness and usage remain low:
- Only 29% of employees know their workplace offers an EAP.
- Among those who know, only 33% have used it.
For those who did access EAPs, the experience was largely positive.
- 62% said their EAP helped with immediate concerns.
- 58% said it made a difference long term.
- 66% found the service easy to navigate.
The problem? Many EAPs are outdated. They’re often difficult to find, poorly communicated, and transactional – resulting in underuse and missed opportunities to offer care.
Rethinking EAPs for the modern workplace
EAPs are designed to support people in moments of acute need. As such they’re critical for those already experiencing challenges, but not everyone will use an EAP. The gold standard for workplace mental health goes beyond reactive care to prioritize prevention and early intervention.
A modern EAP integrates with broader mental health and wellbeing interventions, covering prevention, early intervention, and responsive care. Today’s best EAPs:
- Feature user-friendly technology and personalized support.
- Are accessible and effectively promoted to employees.
- Deliver measurable impact for both employees and the organization.
EAPs are a critical piece of the puzzle – when they exist within a full spectrum of care that promotes wellbeing and sustainable performance.
What employees want
Our survey also asked employees what would help prevent mental health-related absences. Here’s what they said:
- 43% want free access to digital mental health tools.
- 37% want flexible working options during mental health challenges.
- 36% want free therapy or coaching.
These insights reflect a desire for practical, accessible, and proactive solutions that make a tangible difference.
Mental ill-health is one of the main reasons people take time off work. Employers have the power to make a real difference by improving access to mental health support and ensuring their solutions are effective and well-communicated.

Building a modern EAP
EAPs need to evolve from a dusty acronym to a key pillar of a proactive mental health strategy. Whether you’re exploring options or renewing an existing EAP, it’s critical to ensure the program meets modern needs.
Checklist highlights:
- Accessibility: Removing barriers, offering quick, easy, and multilingual support through familiar platforms.
- Personalization: Adapting to diverse needs, providing tailored care and flexible human to human care options.
- Effectiveness: Ensuring impactful care with vetted practitioners, evidence-based resources, and measurable results.
- Value: Maximizing impact, tracking ROI, and aligning with company budgets and employee needs.
- Strategy: Integrating your EAP with business goals, providing actionable insights and benchmarking for relevant impact.
- AI enablement: Enhancing responsiveness, guiding employees to support options quickly and conveniently.
Download our ‘Unlock a Gold Standard EAP’ checklist to evaluate your solution and ensure it delivers meaningful, measurable support for your organization.