How to Talk to Your Team About Using an EAP (Without Making It Awkward)

You’ve put time and budget into setting up an Employee Assistance Programme (EAP). You’ve added the link to the intranet. You’ve mentioned it in onboarding.

But uptake is still low. People seem reluctant to use it. Or they have no idea what it actually offers.

That’s not unusual.

Even when an EAP could make a real difference, many employees feel unsure, awkward or even embarrassed about accessing support. The stigma around mental health, the fear of being judged, or simple confusion about how to use the service all get in the way.

The good news? A few small shifts in how you talk about your EAP can change everything.

Here’s how to encourage uptake, build trust, and make support feel like a natural part of your workplace culture.

1. Be clear about what the EAP actually helps with

Too often, EAPs are introduced with vague statements like “We care about your wellbeing” or “Support is available if you need it.”

While the intention is good, the message is not clear.

Be specific. Instead of a broad phrase, try something like:

“Our EAP offers fast, confidential support for things like anxiety, relationship stress, low mood, financial pressure, or simply feeling overwhelmed. You don’t need to be in crisis to use it.”

This helps employees recognise their own challenges in the examples you give. It also dismantles the belief that you need to be “struggling enough” to qualify for help.

2. Normalise it from the top down

Many people won’t use support services unless they know it is acceptable and encouraged. That means leaders and managers need to help set the tone.

If appropriate, share examples of how support has helped others, even in a general way:

“Someone I know used the financial coaching part of the service and found it really helpful when planning maternity leave.”

You don’t need to over-disclose. But simply talking about the service like it is a normal part of working life helps to remove the awkwardness.

It also helps to remind people regularly. Mention the EAP in team meetings, not just in HR emails. Treat it like you would any other company benefit.

3. Reassure them about confidentiality

One of the biggest blockers to EAP usage is fear that their employer will find out.

Even when it is not true, the belief that a line manager or HR team might be notified is enough to stop someone asking for help.

Be proactive about explaining how confidentiality works. For example:

“The EAP is completely confidential. Your manager and HR will never know if you use it. All support is provided by independent professionals.”

If you are using a provider like ReechUs, you can also offer materials or videos that explain how the service works, which further builds trust.

4. Make it ridiculously easy to access

If someone is already feeling stressed or overwhelmed, the last thing they need is a complicated process to get help.

Here’s what to avoid:

• Multiple logins or outdated portals
• Confusing instructions
• Needing to call a generic helpline
• Long wait times for follow-up

Instead, provide a direct link to the service and outline the steps clearly. For example:

“You can book support by clicking this link. You will choose a therapist or coach and can book a session within a few days, often sooner.”

The easier it is to use, the more likely people are to give it a try.

5. Repeat the message, in different places

Just because you’ve said it once doesn’t mean it has landed.

People often need to hear about a support service multiple times before they act. So build the message into more than just one email.

Use:

• Slack or Teams messages
• Internal newsletters
• 1-to-1 check-ins
• Manager briefings
• Posters or digital screens
• Staff handbooks
• Payroll emails (“Did you know you can access free support anytime?”)

The more familiar the service becomes, the less intimidating it feels.

6. Speak like a human, not HR

Support services are for people, not policies. The way you talk about them matters.

Avoid robotic language like:

“If you are experiencing challenges, you may contact the support line.”

Try something more human:

“Life gets tough sometimes. Whether it’s work stress, family issues, money worries or just not feeling yourself – this service is here to help.”

By speaking plainly and compassionately, you make it easier for someone to recognise that support is meant for them, too.

7. Give managers the tools to signpost well

Managers are often the first to notice when someone is struggling – but many don’t know how to bring up support services without feeling awkward themselves.

Give your people managers simple scripts or lines they can use, like:

“I just want you to know we have a support service you can use any time. It’s confidential and covers all sorts of things – from mental health to financial coaching. I can send you the link if you’d like it.”

This takes the pressure off managers to say the perfect thing, while still showing care and direction.

ReechUs helps you make support easier – and more human

At ReechUs, we don’t just provide support. We help teams actually use it.

That means:

• Therapy via video or phone, available within days
• Financial coaching and personalised fitness programmes
• Specialist drop-ins on menopause, nutrition, domestic abuse and more
• Easy-to-use digital access (no portals or phone queues)
• Confidentiality and clarity built into everything

We also give you the resources and language to introduce the service in a way that feels human, inclusive and effective.

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