You offer wellbeing support. Do people know how to use it?

Introducing an Employee Assistance Programme or wellbeing benefit can be a thoughtful decision. Making it available is only part of the work. People also need to understand what it offers, how to reach it and where to find reliable information about confidentiality.

When someone in your team is under pressure, you may be the first person they speak to. Knowing what support your business offers makes it easier to help them take the next step.

Start with the actual service

Before you recommend a benefit, check that you have your provider’s current information. What’s included? Who is eligible? How is contact made? Where does the provider explain confidentiality and any limits?

Use that information rather than making assumptions or promises about when the service is available or how it handles privacy.

Make the conversation useful

A suggestion to contact an EAP shouldn’t close down a discussion about workload, priorities or working relationships. Ask what’s happening, consider what can be addressed within your role and explain additional support where relevant.

A practical response might include agreeing a clearer set of priorities and showing the person where they can read about confidential support. The individual can then make an informed choice.

Keep the route easy to find

• Use one current place for contact details and service information.
• Include support routes in manager preparation and staff induction.
• Explain what each service is for in ordinary language.
• Check that the information still matches the provider’s offer.

Build confidence around the moment of need

CPC’s workshops help managers recognise change, begin a supportive conversation and understand when another source of support may be appropriate. They can complement an existing benefit by strengthening that human connection.

Ask yourself: could you and your team find and understand the support you offer when you need it?