Employee Assistance Program
Employer Information
A healthy workplace is more than good business practice—it’s a legal responsibility. In Queensland, employers have a duty under work health and safety legislation to identify and manage psychosocial hazards that may impact the psychological health of their employees. An Employee Assistance Program (EAP) is one practical way organisations can support employee wellbeing while contributing to a mentally healthy workplace.
EAP provides confidential, short-term counselling and wellbeing support for employees experiencing stress, anxiety, burnout, workplace conflict, grief, relationship challenges, life transitions, and other personal or work-related concerns. By providing early access to professional support, organisations can foster resilience, reduce the impact of psychological injury, and create a workplace where people feel supported to thrive.
Whether your organisation is looking to strengthen its wellbeing strategy, support leaders, or meet its workplace health and safety responsibilities, EAP offers flexible, confidential support through in-person and online counselling tailored to the needs of your workforce.
Queensland’s WHS framework requires employers to proactively manage psychosocial hazards and risks to workers’ psychological health. The resources above provide practical guidance from WorkSafe Queensland on those obligations.
How EAP can support your business
Supporting employee mental health and wellbeing
Confidential, early support can strengthen resilience, improve emotional wellbeing, and equip employees with practical strategies to manage challenges before they have a greater impact on work and everyday life. Research consistently shows that early access to workplace support can improve functioning, wellbeing, and productivity while helping employees remain engaged at work. (tandfonline.com)
Meeting work health and safety obligations, including managing psychosocial hazards
Supporting employee mental health is also an important part of meeting work health and safety obligations. Employers have a legal duty to identify and manage psychosocial hazards, helping create a psychologically safe workplace where risks are addressed early, wellbeing is supported, and employees can perform at their best. Safe Work Australia provides practical guidance on meeting these obligations through the management of psychosocial hazards at work. (safeworkaustralia.gov.au)
Reducing absenteeism and presenteeism
Supporting employee mental health can help reduce absenteeism and improve presenteeism by enabling people to manage challenges earlier, stay engaged at work, and function more effectively. Evidence suggests that well designed Employee Assistance Programs improve workplace functioning and presenteeism, with positive effects on attendance also reported across many organisations. See the systematic review: https://www.tandfonline.com/doi/full/10.1080/1359432X.2017.1374245 (tandfonline.com)
Improving employee engagement and morale
Supporting employee mental health helps foster stronger workplace connection, trust, and morale by creating a culture where people feel safe to seek support, have meaningful conversations, and stay engaged. When mental health is embedded into workplace wellbeing, employees are more likely to feel connected to their team and organisation, contributing to a healthier and more positive workplace culture. See the NSW State Insurance Regulatory Authority’s review of Employee Assistance Programs and workplace mental health: Using Employee Assistance Programs to Help Improve Mental Health at Work.
Assisting managers with difficult workplace situations
An EAP can support managers in navigating difficult workplace situations such as performance concerns, conflict, employee distress, critical incidents, and challenging conversations. By providing timely guidance and practical strategies, managers can respond with greater confidence, support employee wellbeing, and contribute to a psychologically safe workplace. Safe Work Australia highlights the importance of managing psychosocial risks and supporting workers through appropriate workplace systems and leadership: https://www.safeworkaustralia.gov.au/safety-topic/hazards/psychosocial-hazards
Creating a psychologically safe workplace culture
Creating a psychologically safe workplace encourages employees to speak up, ask for help, share ideas, and raise concerns without fear of judgement or negative consequences. A culture that values psychological safety supports wellbeing, strengthens teamwork, and contributes to healthier, more engaged workplaces. Safe Work Australia recognises psychologically healthy and safe work as a key component of managing psychosocial risks: Managing psychosocial hazards at work – Safe Work Australia.
Improving staff retention and recruitment
Investing in employee mental health and wellbeing can strengthen staff retention and recruitment by demonstrating a genuine commitment to the people who work within the organisation. Workplaces that prioritise psychological health are more likely to attract and retain employees, build trust, and foster long term engagement. Evidence from the World Health Organization highlights that mentally healthy workplaces benefit both employees and organisational performance: Mental health at work – World Health Organization.
Reducing the risk of psychological injury claims
Proactively supporting employee mental health and addressing psychosocial risks can help reduce the likelihood of psychological injury claims by identifying concerns early, providing timely support, and fostering a psychologically safe workplace. Safe Work Australia recognises that effectively managing psychosocial hazards is an important part of preventing psychological harm at work. Managing psychosocial hazards at work – Safe Work Australia
Why offer an EAP?
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Supports employee wellbeing
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Reduces absenteeism and presenteeism
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Helps employees address concerns early
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Demonstrates a commitment to a psychologically healthy workplace
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Supports productivity, retention and workplace culture
How EAP works?
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Employer signs an agreement.
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Employees book directly with WorkWell EAP.
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Sessions are provided in person or online.
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Employer is invoiced only for sessions used (or according to your agreement).
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Optional de-identified utilisation reports are provided.
Confidentiality
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Employee sessions are confidential.
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Employers do not receive information about what is discussed.
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Information is only disclosed with written consent or where required by law (such as risk of serious harm or mandatory reporting).
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Employers may receive de-identified utilisation data if included in their agreement.
Getting Started
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Initial discussion.
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Service agreement reviewed, agreed upon and signed.
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Employee information provided.
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Promotional posters or flyers supplied and distributed to staff.
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EAP available to staff.
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Workshops provided as contracted.
