Introducing an EAP (Employee Assistance Program)

Mental illness leads to particularly long absences: in Germany in 2025, a sick note for this reason lasted 34 days on average, and by days of absence mental illness ranked second among all disease groups (DAK Psychreport 2026). At the same time, very few affected employees seek professional support on their own initiative – out of shame, uncertainty, or because the path to a specialist is too long. An Employee Assistance Program closes exactly this gap.

What sets an EAP apart from an occupational physician?

An EAP is not a medical service but a low-threshold counseling offer: anonymous, quickly accessible, and broader in scope than classic occupational-physician services. Employees can get counseling by phone, video, or chat – for personal crises, addiction issues, family strain, debt, or workplace conflicts. Initial counseling is available immediately and is anonymous. This noticeably lowers the barrier to reaching out.

How do companies roll out an EAP effectively?

The most common wasted investment: introducing the EAP and then not communicating it. Employees only use what they know about. Regular reminders – in the newsletter, at the health day, from managers –, clear information about anonymity, and a simple access number are decisive. EAP providers supply communication materials for this; there is no need to develop them in-house. Offers like this strengthen the individual. Where strain arises in the workplace itself only becomes visible through the psychosocial risk assessment – in Germany a legal duty for every employer.