Does your EAP reach out to more than the 1 in 5 employees who are experiencing a mental health issue?
Reactive EAP has an average 4% uptake, ignoring the additional 16% of employees who may be in crisis but don't seek traditional support due to fear, confidentiality or stigma.

Does your EAP predict stress, mental health risk or turnover risk?
Uprise measures these risk levels by reaching out to and assessing on average 24% and up to 80% of your employees via digital channels.

Does your EAP manage stress before it worsens to clinical levels?
Uprise is centred around training employees while they are well to improve their resilience in times of stress. Reactive counselling of severe stress and mental health conditions should not be the norm of mental health support at work.

Does your EAP recommend ways to prevent stressors re-occuring in the future?
Uprise measures causes of stress and reports on them quarterly to provide HR with actionable insights on how to improve the employee experience.

Some other questions you may want to use to assess your EAP include does your EAP:

  • Maximise employee happiness for optimal productivity?
  • Normalise mental health? Or mental ill health?
  • Provide timely regional worker support?
  • Provide effective online and phone services?
  • Recognise the early indicators of post traumatic stress disorder?
  • Know the pressures of frontline workers in the health, justice and emergency services fields?
  • Work from a sound theoretical evidence base that empowers individuals to take control of their own health and wellbeing?