Home
/
Reviews
/
Top EAP Programs

9 Best Employee Assistance Program (EAP) Providers in 2024

The best EAP providers and mental health software for employees, reviewed and rated by our HR tech experts. See details on features, pricing, and more below.

Phil Strazzulla
Written by
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
Contributing Experts
No items found.
We are a reader supported site with strict editorial standards, clicks may earn a fee which supports our testing. Learn More
Last Updated: Mar 28, 2024
TOP
Tools for mental wellness and resilience
Modern Health
4.1
Popularity Score
4.9
User Score
4.7
Product  Score
Visit Website
TOP
Tools for mental wellness and resilience
Modern Health
4.1
Popularity Score
4.9
User Score
4.7
Product  Score
Learn More
TOP
All-in-one platform for corporate wellness
CoreHealth by Carebook
4.1
Popularity Score
5.0
User Score
4.4
Product  Score
Visit Website
TOP
All-in-one platform for corporate wellness
CoreHealth by Carebook
4.1
Popularity Score
5.0
User Score
4.4
Product  Score
Learn More
TOP
Customized mental health care
Spring Health
4.1
Popularity Score
3.9
User Score
4.0
Product  Score
Visit Website
TOP
Customized mental health care
Spring Health
4.1
Popularity Score
3.9
User Score
4.0
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Employee Assistance Program Providers

Are you on the hunt for the right Employee Assistance Program (EAP) for your organization? An effective EAP takes care of your most valuable asset — your employees — by providing them assistance during moments of personal strife related to mental health, substance abuse, family issues, and others. We’ve researched dozens of different EAP providers in order to guide your purchase decision, with a detailed rundown of our favorites, as well as common pitfalls, sample questions for demos and other great resources.

Between the rise of remote work, the continued COVID-19 pandemic, and our tumultuous political climate, it could be argued that EAPs have never been more vital. After all, it is a well-known fact that happy and healthy employees are more productive employees. And the cost of not providing this type of assistance can be enormous. According to the Center for Prevention and Health Services, workplaces lose $79 to $105 billion each year due to employee mental illness and substance abuse disorders. So let’s get started — dig into the below list of our top-rated vendors, along with our buying guide to streamline your decision-making process.

Show More +
Show Less -

Top EAP Programs

Modern Health

: Tools for mental wellness and resilience

CoreHealth by Carebook

: All-in-one platform for corporate wellness

Spring Health

: Customized mental health care

LifeWorks

: EAP with analytics and data

Ulliance

: 30 years in the business

Talkspace

: Clinically proven mental health results

Lyra Health

: Expect reliable clinical improvement

Anthem

: One-stop-shop EAP service

Ginger

: 24/7 behavioral coaching assistance

Our Criteria: Here's How We Chose The Top EAP Programs

How did we determine the best employee assistance programs? We used a mix of hands-on testing, industry and market research, expert input, and in-house editorial skill to determine the best EAP on the market.

We evaluated each tool across multiple factors, including the following three that we consider essential for EAPs:  data security, UX/UI, and representation.

  • Data Security: All employee information needs to be kept private, but the stakes are high for EAP software. The tool will go unused if employees aren’t confident about the EAP’s data security. Among other inspections, our researchers ensured authentication and encryption protocols were followed and checked for HIPAA, GDPR, and PCI DSS compliance.
  • UX/UI: EAPs are often used during difficult times, so our process included specific and stringent requirements for ease of use. We assessed for efficiency, intuitiveness, and, unique to the needs of those using EAP software, error tolerance.
  • Representation: An EAP is only as good as its referral network, and that network is only good if it represents the needs of your team. Our experts conducted extensive research on product partnerships and resources to ensure each tool could accommodate the needs and preferences of a diverse workplace.

We are committed to providing the best software advice to the rapidly growing community of HR pros who depend on us for a balanced and objective approach. If you want to learn more about us or how we create guides like these, you may enjoy this article about how we evaluate HR tech vendors.

Show More +
Show Less -

Compare the Top EAP Programs

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score

Modern Health

Most Popular
4.1
4.9
4.7

CoreHealth by Carebook

Most Popular
4.1
5.0
4.4

Spring Health

Most Popular
4.1
Custom Pricing
No
N/A
3.9
4.0

LifeWorks

Most Popular
4.8
Custom Pricing
No
2.1
3.6

Ulliance

Most Popular
4.6
4.1
4.7

Talkspace

Most Popular
4.2
4.1
4.3

Lyra Health

Most Popular
4.0
4.5
4.3

Anthem

Most Popular
4.1
3.5
4.0

Ginger

Most Popular
4.0
4.0
4.0
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Need Help? Get Custom Recommendations for Top EAP Programs

Talk to An Advisor

Need Help? Talk to an HR Software Advisor!

Get 1:1 help from an HR Software Advisor
Save time with recommendations in less than 20 minutes
Save up to 30% with our pricing insights

Tell us more about your company & an HR Software Advisor will help you find the right software

Detailed Reviews of the Best Employee Assistance Program Providers

Modern Health

Visit Website
Modern Health
Learn More
Popularity Score
4.1 / 5
User Score
4.9 / 5
Product Score
4.7 / 5

Why we picked Modern Health

A proactive mental healthcare solution, Modern Health is highly personalized, interactive, and easy to use. It is a perfect option for organizations looking to support their workforce with customized treatment plans based on the employee’s current mental health needs.

PROS

  • Personalized treatment plans tailored to your specific mental health needs.
  • Community sessions in a safe space for meaningful discussions, learning from therapists and coaches, and gaining new skills.
  • Clean and user-friendly app interface, enhancing the overall experience.
  • Modern Health offers personalized treatment plans based on your specific mental health needs.
  • Modern Health's community sessions create a safe space where you can participate in discussions that matter to you, listen and learn from therapists and coaches, and pick up new skills.
  • Modern Health’s app interface is clean and user-friendly, setting the tone for the entire experience.

CONS

  • Once the sessions covered by your employer are exhausted, paying out of pocket can become quite costly.
  • Once you run out of sessions covered by your employer, paying out of pocket can get quite expensive.

Modern Health dashboard screenshot - one of the best EAP Providers

Modern Health Review

Modern Health provides a customized treatment plan aligned with mental health needs and objectives. Plans typically include a mix of self-help resources, behavioral coaching, group sessions, workshops, courses, and therapy, tailored to support their well-being. All you have to do is answer a few questions, get a personalized plan, and connect with a provider.

As an employer, you are provided access to the Insight Hub - a portal that integrates with your existing HR information system and provides valuable information about your workforce. You can view key metrics on the overall well-being of your organization, identify at-risk populations, see how many employees are using the platform, and extend support when needed. You can also use the Engagement Resource Library to equip yourself with the resources you need to handle your workforce. However, all patient information is confidential so employees don’t have to worry about their employer gaining access to their medical files.

Modern Health Customers

Pixar, EA, Lyft

Modern Health Pricing

Employers decide on a set number of sessions for employees per year. Additional sessions may cost extra if not covered by insurance.

Employers must contact Modern Health for detailed pricing.

Best For

Any business looking to provide its employees with access to therapy, coaching, and mental health resources.

Modern Health in action
Reviewer's Rating
8/10

Our employees use Modern Health as needed. Some employees choose to engage with the online content, and others go straight to coaching or therapy sessions. Either way, the app and its resources are there when the employees need them. As a management team, we routinely gather testimonials to share, keeping the benefits of Modern Health front and center for our employees. I am pleased that we made the investment to keep our teams well.

What do you like about this tool?

Modern Health is user-friendly. The courses are short and simple, so they can fit into anyone's day. Access to licensed therapists is a key differentiator for them and the primary reason we selected them.

Why did your organization buy this tool, and how long have you used it for?

My company purchased Modern Health for a couple of reasons. First, we purchased it because when we surveyed our employees, they ranked mental health as their top priority. They asked that we invest in solutions for them and their families. Second, we knew we needed an easy-to-use app that employees could access from their phones, combined with actual clinical therapy. We have been using the platform for about a year and a half, and our employees love it. I have personally used it to research topics like stress management and healthy sleep habits.

What do you dislike about this tool?

The first con is that the app directs employees to a coach before they can sign up for a therapist. For some employees who only want to talk to a doctor, this makes them uncomfortable. Second, the app requires a very long password, meaning password resets are common. Lastly, the pricing model is a bit expensive, so we had to limit which employee groups could use it.

How is this tool different than their competitors?

Access to coaches and therapists is unique. My company is in healthcare, so it was critical that our healthcare professionals could connect with other licensed healthcare professionals for their mental health needs. Simply having access to non-licensed coaches wouldn't have been sufficient for our population.

What Instructions should people think about when buying this type of tool?

This is the type of tool that, once you provide it to your employees, you really can't or shouldn't take it away. As such, it's important to be sure that the company has the budget to support it for years to come. Lastly, understanding your employee base is important before selecting a tool that is primarily app/phone-based.

How has this tool changed or evolved over time to meet users needs?

I have not used the app long enough to see material changes.

What specific type of user or organization is this tool very good for?

Modern Health is great for forward-thinking and caring organizations.

What specific type of user or organization would this tool not be a good fit for?

Modern Health would likely not be good in environments where the employees are not tech-savvy or are skeptical of online access to mental health support.

CoreHealth by Carebook

Visit Website
CoreHealth by Carebook
Learn More
Popularity Score
4.1 / 5
User Score
5 / 5
Product Score
4.4 / 5

Why we picked CoreHealth by Carebook

CoreHealth helps companies create wellness programs for their employees. By putting health assessments, biometric management, and self-help programs in one place, CoreHealth acts as an all-in-one platform for all your corporate wellness needs.

PROS

  • CoreHealth serves as an all-in-one wellness platform, offering a range of physical, mental, and financial wellness solutions such as 1:1 coaching sessions, health surveys, learning programs, health risk assessments, and more.
  • CoreHealth's wellness platform is used by over 90 countries and is available in many different languages, including English, Spanish, Chinese, and French.
  • CoreHealth can be used as an out-of-the-box wellness solution that requires minimal effort to implement. This is great for companies that do not want to spend a lot of time or effort setting up an EAP. 
  • CoreHealth integrates with over 140+ third-party wellness vendors that offer ready-made wellness solutions that can be added to an organization's EAP.
  • CoreHealth's flexible and configurable white-label solution provides wellness and service providers the framework to create their own wellness solutions.

CONS

  • Priced at a minimum of $10,000, Corehealth's solution can be expensive for startups and small-sized companies. 
  • According to some of Corehealth's white-label solution users, implementing the framework and customizing the platform is a fairly complex process that requires considerable effort and technical skills.

CoreHealth dashboard screenshot - one of the best Employee Assistance Program (EAP) Providers

CoreHealth by Carebook Review

CoreHealth offers four different well-being solutions. Here's what they offer:

  1. CoreHealth Your Way: This solution includes wellness challenges, health assessments, 1:1 self-directed and coach-led coaching sessions, self-paced micro-learning programs, outcome/participation-based rewards, reporting dashboard, and integration with third-party vendors.
  2. CoreHealth Impact: This solution provides all the features of CoreHealth Your Way except for coaching sessions.
  3. CoreHealth Activate: Activate offers well-being challenges that focus on core areas like sleep, burnout, mental health, nutrition, and more. It is important to note that this solution does not provide any data insights about the health of your employees.
  4. CoreHealth Checkpoint: As the name suggests, this solution acts as a checkpoint by providing health-risk assessments and data-led insights on the overall well-being of your organization.

CoreHealth by Carebook Customers

  • WellNow
  • Access Information Protected

CoreHealth by Carebook Pricing

CoreHealth revised their pricing catalogue in February 2020. They recommend contacting a customer relationship manager for details.

Best For

CoreHealth is best for companies searching for a customizable EAP that fits to specific needs.

CoreHealth by Carebook in action
No items found.

Spring Health

Visit Website
Spring Health
Learn More
Popularity Score
4.1 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked Spring Health

Spring Health uses machine learning to match an employee with a personalized care plan. Care Navigators, utilization reports, and a myriad wellness programs – these are some reasons why leading employers trust Spring Health.

PROS

  • Data-driven insights and machine learning models are employed by Spring Health to create personalized mental healthcare plans.
  • Each member is provided with a dedicated Care Navigator who guides them through their healthcare plan, addresses their inquiries, and schedules therapy sessions.
  • Spring Health uses data-driven insights and machine learning models to create a personalized mental healthcare plan for every individual
  • ‍Spring Health provides every member with a Care Navigator who walks you through your healthcare plan, answers any questions, helps you schedule your therapy sessions, and acts as a guide in your mental wellness journey.

CONS

  • Limited to English language only
  • You cannot access Spring Health’s services unless your employer has paid for it.
  • ‍Spring Health is only available in English

Our reviewer took screenshot of Spring Health Employee Assistance Program (EAP) Providers screenshot during the demo

Spring Health Review

Spring Health’s EAP provides employees access to technology-driven mental healthcare, with solutions ranging from subclinical such as self-help resources and exercises to deeply clinical like coaching, therapy, and rehab. They also offer critical incident support, either virtually or on-site, whenever your team needs it.

Spring Health Customers

Spring Health Pricing

For employees, the first 10 sessions every calendar year are free. After that, they are covered by insurance. For employer costs, contact Spring Health and talk to your benefits administrator.

Best For

Spring Health is great for any company looking to boost mental health efforts.

Spring Health in action
No items found.

LifeWorks

Visit Website
LifeWorks
Learn More
Popularity Score
4.8 / 5
User Score
2.1 / 5
Product Score
3.6 / 5

Why we picked LifeWorks

Enabling a proactive approach to employee wellness, LifeWorks addresses turnover, absenteeism, and productivity problems with a holistic approach to engagement and wellness. It’s interactive, mobile-first, and easily personalized.

PROS

  • LifeWorks has a broad scope, encompassing mental, emotional, physical, and financial needs.
  • 24/7 access to therapists and coaches proficient in treating various mental health disorders, utilizing techniques like Cognitive Behavioral Therapy (CBT).
  • Self-help resources, activities, mental health management tips, workshops
  • Their AbilitiAbsence feature identifies trends and drives strategy to reduce absenteeism by offering stakeholders and employers real-time information about employees' whereabouts and reasons for absence.
  • Their comprehensive employee well-being services include rewards, absence management, employee engagement features, and more.
  • Lifeworks’ employee wellness platform is a one-stop solution for all employee well-being needs. From mental to emotional, physical, and financial, this platform has something for everyone.
  • Lifeworks’ EAP offers employees 24/7 access to therapists and coaches who are experienced in treating various mental health disorders using techniques like Cognitive Behavioral Therapy (CBT). Users also get access to a plethora of self-help resources, activities, tips on mental health management, workshops, and more.
  •  Lifeworks’ AbilitiAbsence makes absence reporting a breeze. Stakeholders and employers can get real-time information on who’s out of the office and why, identify trends, and build strategies to reduce absenteeism.

CONS

  • With a 24 hour minimum wait time for urgent care and an average of 5 days to match employees with providers for standard care, this platform is not a good match for teams in need of swift service.
  • Their price point is higher than many EAPs. However, LifeWorks offers more services than most.
  • Lifeworks takes up to 5 business days to match you with a provider. In urgent cases, it takes a minimum of 24 hours. So if you’re looking for a platform that instantly connects you with a mental health practitioner in a matter of a few hours, then Lifeworks isn’t the best option.
  • ‍Some users say that Lifeworks’ pricing is more than a traditional EAP. However, bear in mind that Lifeworks is more than an EAP platform as it combines employee well-being services, rewards, absence management, and employee engagement.
Lifeworks EAP Company dashboard screenshot

LifeWorks Review

Lifework's EAP includes a well-being platform that offers 24/7 counseling sessions and self-help wellness resources for employees and their families. You can interact with licensed mental health professionals via video, chat, telephone, face-to-face, or group sessions, depending on whatever you're most comfortable with. They are equipped to help you navigate work-related problems, burnout, relationship issues, anxiety, depression, and other mental disorders. They also provide onsite critical incident support in the case of trauma or crisis. However, unlike some other EAPs that match you with a provider in a couple of hours, Lifeworks can take up to 5 business days and up to 24 hours in urgent cases.

Employees can also access specialists in financial and legal care to help with budgeting, debt, and legal proceedings, child care, elder care, and more.

LifeWorks Customers

  • Nestle
  • TD Bank
  • Marriot International

LifeWorks Pricing

While Lifeworks doesn't offer specific numbers, their service is offered on a subscription basis.

Best For

Lifeworks is best for companies looking for detailed wellness analytics along with their EAP.

LifeWorks in action
No items found.

Ulliance

Visit Website
Ulliance
Learn More
Popularity Score
4.6 / 5
User Score
4.1 / 5
Product Score
4.7 / 5

Why we picked Ulliance

Designed to resolve personal concerns, workplace conflicts, and life challenges, Ulliance's EAP is cost effective, personalized, and has a high level of participation.

PROS

  • Ulliance offers a comprehensive EAP program that provides employees access to sessions with licensed counselors, behavioral coaching, and self-help resources such as podcasts, videos, tips on mental health management, activities, challenges, and more. Having such a massive library of resources is a great advantage. 
  • Unlike some other EAPs that cannot be used in the case of emergency situations, Ulliance offers 24/7 critical incident care so employees can use their services whenever they need them the most. 
  • Apart from offering services for employees, Ulliance also offers training, workshops, and consultation services for HR professionals and management so they can manage and grow their organization in a more efficient manner.

CONS

  • Unlike some other EAPs, Ulliance’s well-being platform is not personalized based on an employee’s mental needs and treatment plan.
  • Ulliance can get expensive if you’re looking at a short-term solution. For your investment in the tool to become ROI positive, you will have to use it for a longer period of time.
Ulliance EAP Program dashboard screenshot

Ulliance Review

Ulliance's Life Advisor Resolution EAP Model® is one of the most robust EAPs available today. All employees will have unlimited access to a Resource Center portal with thousands of self-care resources, balanced living workshops, videos, and tips on improving mental health. They also get a flexible number of telephonic, face-to-face, or video counseling and behavioral coaching sessions with expert mental healthcare providers.

Apart from this, employees are eligible for discounted financial and legal consultations with experts, free HR & management consultations, and up to 60% off on hotels, concerts, movie tickets, travel, and theme park tickets. Ulliance's EAP also offers unlimited critical incident support in the case of employee death, accidents, robbery, or any traumatic events. 

As an employer, you get assigned a dedicated Account Manager to help promote the utilization of your EAP. You also get comprehensive reports with data and insights on EAP usage and trends within your organization.

However, bear in mind that Ulliance's EAP is designed to be ROI-positive only in the long term. If you're looking for an affordable solution for the short term, then this may not be the one for you.

Ulliance Customers

Ulliance Pricing

Best For

Any company looking for a comprehensive employee assistance and wellness platform.

Ulliance in action
No items found.

Talkspace

Visit Website
Talkspace
Learn More
Popularity Score
4.2 / 5
User Score
4.1 / 5
Product Score
4.3 / 5

Why we picked Talkspace

Talkspace offers an immediate, responsive, and a result-oriented care. Their network of providers is managed continuously and they have efficacy studies published in peer-review journals.

PROS

  • Access to licensed therapists and psychiatrists with expertise across various specialties
  • Accommodates any budget by offering tailored subscription options
  • Backed by research partners like NYU and Columbia University
  • The platform provides access to licensed therapists and psychiatrists with years of experience across a range of specialties.
  • Talkspace allows you to share your thoughts and feelings with your therapist 24 hours a day, irrespective of where you’re located. Your therapist will then respond to your messages at their earliest convenience.
  • Talkspace offers different subscription options based on your budget and needs, so you’re bound to find something that works for you. 
  • Talkspace’s results have been validated by research partners like NYU and Columbia University. Out of a study of 10,000 participants, 50% fully recovered from their anxiety and depression symptoms after 12 weeks, while 70% saw significant improvement.

CONS

  • Session times are limited to 30 minutes
  • Text-based therapy may not be suitable for some users, so employers may need to add additional options to meet employee needs
  • Because live sessions are only 30 minutes long, addressing and working through complex issues through these sessions alone is tough. 
  • Text-based therapy may not necessarily work for everyone. While some believe that it helps them be more vulnerable, others prefer live sessions as it helps them connect better with their therapist.
Our reviewer took screenshot of Talkspace EAP Organization System screenshot during the demo

Talkspace Review

Talkspace offers comprehensive mental healthcare services, ranging from messaging therapy to live sessions, psychiatry consultations, medicine management, teen counselling, and couples therapy. While their services are convenient and accessible, they cannot be used as a substitute for emergent care. Further, if you’re dealing with more complex mental health issues like PTSD or chronic depression, text-based therapy or infrequent live sessions will not give you the results you desire.

Talkspace Customers

  • Blackstone
  • Citi

Talkspace Pricing

Talkspace partners with health plans to provide online therapy to employees. Contact your benefits administrator for more details on the EAP.

If an employee is interested in Talkspace independently of their employer, plans start at $260 per month up to $396 per month.

Best For

Any company looking for a mental health platform that delivers clinically-proven results.

Talkspace in action
Reviewer's Rating
9/10

Talkspace is a mental health support platform that connects patients with therapists via online therapy channels. It allows the patient and therapist to have two-way communication when it's convenient for them to start or continue a text conversation. Talkspace was provided as a benefit to all employees at my last company, whether FT or PT. While Talkspace is not the right solution for everyone, it seemed to be well-received within our workforce. We had a larger population of Gen Z and Millenials.

What do you like about this tool?

Talkspace was definitely there at the right time and when people needed it most. The flexibility of allowing a patient to choose when to communicate is a key benefit to obtaining mental health services. People are not required to connect at a specific time on a specific day. It happens as they need it and receive timely responses from their mental health providers.

Why did your organization buy this tool, and how long have you used it for?

Talkspace was introduced to our employee population as a company-sponsored benefit to address the mental health crises triggered by the pandemic. Talkspace was launched in 2020 and remains in effect in 2024. It was launched at a time when there was a lot of fear, anxiety, stress, and uncertainty about the future. I personally used the platform for 2 years.

What do you dislike about this tool?

Talkspace is definitely not a tool for everyone since it is limited to only communicating with a therapist via text. People who prefer to be in-person or speak to a therapist live may not be interested in this app.

How is this tool different than their competitors?

Talkspace was a pioneer in the mental health space providing access to and flexible support and resources. Other similar competitors do not have a large network like Talkspace or the tech capabilities they do.

What Instructions should people think about when buying this type of tool?

Think about the type of mental health services you would benefit from and the most effective way to obtain them that makes the most sense for YOU. Not all tools and resources work the same for everyone so be sure to test different options before making a final decision. Mental health therapy is a very personal matter that can't be addressed in a cookie-cutter fashion.

How has this tool changed or evolved over time to meet users needs?

Talkspace has evolved by adding different types of services for their patients, like medication management.

What specific type of user or organization is this tool very good for?

Talkspace would be a good option for any type and size organization.

What specific type of user or organization would this tool not be a good fit for?

I can't think of any.

Lyra Health

Visit Website
Lyra Health
Learn More
Popularity Score
4 / 5
User Score
4.5 / 5
Product Score
4.3 / 5

Why we picked Lyra Health

Lyra Health focuses on connecting employees with top-tier mental health providers within a day. With its platform, employees can receive personalized care, develop new skills, and measure their progress.

PROS

  • The partner only with providers who employ evidence-based treatments and clinically-validated assessments
  • Emphasis on ease of member access to resources
  • Caters to diverse needs, ranging from preventative care and stress management to more severe issues
  • Lyra Health only works with providers who use evidence-based treatments and clinically-validated assessments to measure mental health improvement. 
  • Lyra Health takes a personalized approach to mental healthcare, ensuring that every member has access to self-help resources, coaches, and therapists, whenever they need them. 
  • Lyra Health offers a range of treatment options grounded in science, based on your needs — whether that’s preventative care, dealing with day-to-day stressors, or dealing with something much more serious like suicidal tendencies.

CONS

  • Price not available online - shoppers must contact their sales department
  • You cannot access Lyra Health unless your employer has paid for it. 
  • Once you’ve used up your allotted number of sessions, you will have to either pay out of pocket, which can get expensive, or use your insurance to pay for it.
Lyra Health dashboard screenshot - one of the best EAP Providers

Lyra Health Review

With a mission statement of only providing proven treatments, this EAP takes a quality-focused approach through evidence-based techniques to deliver care to your employees. Members can find the right personalized care, match with the right provider for their needs, and feel motivated and supported throughout the entire treatment journey.

Lyra Health's EAP provides employees with wellness and mental health services such as behavioral coaching, therapy sessions, medicine management, self-help resources, financial assistance, legal consultations, critical incident support, ID theft services, and child, elder, and pet care.

Lyra Health Customers

  • Pinterest
  • Uber
  • Morgan Stanley

Lyra Health Pricing

Lyra Health is free for employees and their dependents. However, you must get in contact with the sales team to find out pricing for your company.

Best For

Lyra Health can benefit any company who uses it, as its reliable clinical improvements are proven by science to improve employee mental health.

Lyra Health in action
Reviewer's Rating
10/10

Lyra-Health is advertised as a benefit to our employees during orientation when they start work. Lyra-Health is also promoted annually during open enrollment so employees can be reminded of this benefit. When employees are reaching out to our benefits vendor that some therapists don't take our insurance we remind employees that we have a contract with Lyra that you can use an allotted amount of sessions for free and then afterwards pay a nominal fee of $50 thereafter. It was our approach to helping support our employees' well-being.

What do you like about this tool?

It's an easy platform for our employees to use. The turnaround time to get a therapist is easy. It has good customer service.

Why did your organization buy this tool, and how long have you used it for?

During the pandemic we purchased lyra-health due to the overwhelming demand to provide EAP services to our employees. Working in healthcare many of our employees who are health care workers were selflessly putting patients first hence feeling burnt out themselves. Our own internal EAP services department for our employees had a long waiting list. In order to reduce the waiting time for our employees we purchased this service for our employees to use in lieu of work. We have used this service for 2.5 years.

What do you dislike about this tool?

Not all therapists are Psychologists. They can be more junior in their careers whether it's Mental Health Counselor or Social Work for the more acute mental illnesses.

How is this tool different than their competitors?

They have the scale and massive network to meet needs. There are other smaller EAP vendors, but Lyra-Health has scope and depth.

What Instructions should people think about when buying this type of tool?

How efficient is the service being provided. I would consider getting a contract based on instead of a flat fee, it could be by utilization. (i.e. how often employees use the service)

How has this tool changed or evolved over time to meet users needs?
What specific type of user or organization is this tool very good for?

Large organizations who need mass coverage of mental health services and perhaps curbing cost of less acute issues

What specific type of user or organization would this tool not be a good fit for?

Smaller organizations

Anthem

Visit Website
Anthem
Learn More
Popularity Score
4.1 / 5
User Score
3.5 / 5
Product Score
4 / 5

Why we picked Anthem

Anthem's EAP offers quick and easy counseling services for employees and their family. Other than mental health services, employees can also seek counseling for adoption, pet care, legal consultations, among other things.

PROS

  • Anthem offers employees and their dependents free counseling sessions as a part of their EAP so they don’t have to use their benefits through their group health plan, in turn, saving costs.
  • ‍When you compare Anthem's integrated EAP service versus an external EAP, members save up to $9 per month in behavioral health costs.

CONS

  • Unlike a few other EAP providers, Anthem’s EAP service is not personalized. This means that they provide the same wellness solutions to everyone irrespective of where they are in their mental health journey.
Our reviewer took screenshot of Anthem EAP Software screenshot during the demo

Anthem Review

Anthem's EAP service addresses a range of issues, including work/life balance, mental and emotional well-being, child, elder, and pet care, critical incidents, legal concerns, and financial issues. They offer a rich library of self-help resources such as online webinars, podcasts, and articles addressing health, wellness, parenting, education, adoption, etc. 

Employees can also reach out to licensed practitioners and behavioral health coaches through online or in-person sessions. They are trained to help you address substance abuse, grief, anxiety, depression, family and relationship troubles, stress management, and more. 

Apart from this, Anthem's EAP provides elder and child care support by providing access to home health agencies, nursing programs, and other childcare resources. Employees can also seek legal and financial consultations with experts as part of their EAP program.

Anthem Customers

Anthem Pricing

EAP service from Anthem doesn't cost anything for employees. Employers pay extra as part of their insurance plan, determined by state and group size.

There are three models:

  • The Basic model gives employees solution-focused counseling and referrals to additional resources.
  • The Enhanced model includes Basic level solutions, as well as expanded work/life capabilities and employer services to support leaders and teams. This includes things like policy consultation, critical response services, training and seminars, and unlimited telephone consultations for managers.
  • The Customized model provides enterprise and national level employers lots of flexibility, including customized counseling sessions and on-site options.

Best For

Anthem's EAP is most useful for national and enterprise employers who already use Anthem as their health insurance provider. However, lower pricing models make it affordable for businesses of all sizes.

Anthem in action
Reviewer's Rating
6/10

We use Anthem to enroll, change, and terminate coverage for employees. I use Anthem at least monthly and often more frequently, depending on the frequency of hires and changes. I also refer to Anthem's site when looking for benefits documents and materials to address specific employee needs and questions. We refer employees to Anthem's site for their own login and reference materials. We do not have any workflows that run through Anthem and do not use it for self-service online enrollment.

What do you like about this tool?
  1. The system is easy to understand and navigate, requiring no training from Anthem to find information or process enrollments.
  2. The enrollment and change process is simplified and straightforward, reducing the time needed for processing.
  3. Billing is automated and easy to review, which also minimizes the time and attention required.
Why did your organization buy this tool, and how long have you used it for?

We partnered with Anthem as the most cost-effective option for insurance coverage. As a small business, our primary concern was cost. Additionally, we needed to address the administrative burden of enrolling and managing benefits, as well as the communication challenges of providing detailed benefits information to our fully remote employees. Anthem addresses these issues through their online portal, which gives members direct access to benefits information and simplifies member management and billing in a central online portal.

What do you dislike about this tool?
  1. General benefits plan information is not always easy to find or consistently labeled, making it sometimes confusing or difficult to obtain without contacting a service representative.
  2. When there is a dispute about coverage, the process is often cumbersome for employees, creating dissatisfaction for both staff and myself.
  3. Self-service online enrollment is not available or has not worked for our team, and the paper application is cumbersome and confusing for employees.
How is this tool different than their competitors?

Anthem is largely comparable to competitors in terms of member cards, enrollment details, and coverage. The enrollment process is simple and consistent with competitors. However, the lack of self-service enrollment sets Anthem behind some competitors. Additionally, the inconsistent language in documents (e.g., a document being called a benefit summary in one place and a coverage plan in another) creates confusion, which I have not seen with other plans. Overall, I prefer the access I've had with other plans over Anthem.

What Instructions should people think about when buying this type of tool?

Cost and coverage levels should be prioritized as the top criteria. However, regarding technology, consider all self-service features to understand what employees will have access to versus what employers will need to administer or manage. Additionally, consider wellness resources, as this is becoming a higher priority for employees.

How has this tool changed or evolved over time to meet users needs?

The system has not changed at all in the time I've used it for the features I use. I'm unaware of changes to address user needs and have not seen opportunities for users to provide feedback to Anthem to help them understand user needs.

What specific type of user or organization is this tool very good for?

Anthem is good for small businesses where cost is the primary concern and technology, integrations, workflow, and self-service demands are limited.

What specific type of user or organization would this tool not be a good fit for?

Anthem is likely not a great fit for very large organizations (thousands of employees) where the administrative burden is significant.

Ginger

Visit Website
Ginger
Learn More
Popularity Score
4 / 5
User Score
4 / 5
Product Score
4 / 5

Why we picked Ginger

Cost-effective and quick, Ginger is a mobile app that lets your employees chat with behavioral health coaches within seconds at any time of the day. Employees can also schedule video therapy with licensed practitioners.

PROS

  • Members can connect with a behavioral coach in under 60 seconds at any time of the day
  • Ginger offers a wide variety of self-help resources at no additional cost to the user
  • Members can connect with a behavioral coach in under 60 seconds at any time of the day
  • Ginger offers a wide variety of self-help resources at no additional cost to the user

CONS

  • Ginger is not a web-based platform. Users can access the tool only via their smartphone
  • Members outside the USA do not have access to video therapy and psychiatry sessions.
  • Ginger is not a web-based platform. Users can access the tool only via their smartphone
  • Members outside the USA do not have access to video therapy and psychiatry sessions.
Our reviewer took mobile screenshot of Ginger EAP System screenshot during the demo

Ginger Review

Ginger offers employees access to behavioral coaches in under 60 seconds, irrespective of the time of the day. Whether you're dealing with anxiety, stress, or relationship problems, Ginger's team of licensed practitioners ensure that you get the care you deserve. Though Ginger is available in all 50 states in the US, and 50+ countries worldwide, video and psychiatry sessions are confined to the United States.

Ginger Customers

Buzzfeed, Sephora, TaskRabbit, SurveyMonkey, and Chegg

Ginger Pricing

Ginger's pricing is not disclosed on their website. You can get in touch with their team for a custom quote depending on how much access to coaches and therapists your company requires. Employees and their dependents don't have to pay any fees.

Best For

Any sized company will find Ginger valuable for keeping employees happy and healthy.

Ginger in action
No items found.

Common Use Cases for EAPs

No two EAPs are the same, with some providing a full-spectrum of preventative care solutions for mental and behavioral health such as daily meditation apps and counseling, while others are more focused on crisis management of life challenges. Here are just a few of the practical ways the right EAP can help your organization:

  • Reduced healthcare claims costs: EAPs result in a 5:1 return on costs, with 85 percent of the savings due to decreased medical claims. 
  • Health and safety regulation compliance: A fair amount of onsite accidents can be traced to substance abuse and mental health issues. EAPs can reduce work related accidents by 65 percent.
  • Workforce attendance and performance: EAPs can reduce sick leave usage by 33 percent, as employees receiving proper care and attention will be less likely to misuse sick days to deal with depression or addiction-related issues. 
  • Staff issue mitigation: By ensuring that your team is cared for, you boost employee morale. A properly implemented EAP can reduce grievances by up to 50 percent. 
  • Less burdened management: When performance issues stem from addiction or mental health problems, managers can lack the tools necessary to help the employee and rectify the situation. By getting employees the help they need to perform at their best, EAPs can reduce the time spent on supervisor reprimands by 74 percent.
  • Better HR team utilization: Mental health and addiction issues are often too complicated and personal for HR teams to handle on their own. EAPs help employees address their issues with a skilled professional, allowing HR teams to focus on their people more strategically.

Pro Tips on Employee Assistance Program Providers

Most Common Pitfalls Of Employee Assistance Programs

An effective EAP provides a custom range of services that fits the needs of the organization — both employers and employees. But there are many pitfalls that can prevent a program from effectively serving an organization. Let’s take a look at a few of them:

  • Poor Communication / Misunderstood Benefits: Employee Assistance Programs rely on active enrollment in any/all of their initiatives. If employees don’t understand the ins and outs of your program or how it may serve them, then not only will your investment be wasted, your employees won’t be getting the help available to them when they need it. 
  • Value vs. Cost: If your program is underutilized, or a poor fit for your organization, the expense of providing an EAP may outweigh its possible benefit. If the available services aren’t clear and easily accessible, employees and management may view it as money better spent on more traditional employee benefits, such as revamped health insurance, child care or elder care.
  • Stigma and Cultural Acceptance: Everyone knows that life isn’t perfect, and has its share of ups and downs. However, employees won’t feel comfortable seeking help from an EAP if they fear that they will be looked down upon by management or colleagues alike. Organizations should take an active role in promoting company-wide acceptance of the utilization of these programs, and the common life circumstances that make them necessary. 
  • Inability to Prove ROI: The initial and continued buy-in of an EAP by upper management relies on the data to prove its efficacy. Without proper tracking of enrollment, as well as pre-and-post implementation statistics on absenteeism, medical costs, and more, organizations might dismiss EAPs as ineffective. 
  • Perception of Confidentiality: Besides the services offered in response to drug test results or onsite behavioral incidents, EAP services should be completely confidential for employees or their family members. However, this is often not clearly communicated —- or if it is, the employee lacks the confidence that their privacy will be respected and that seeking treatment could have professional repercussions.
  • Quality of Services: The effectiveness of your EAP not only relies on its communication, but the quality of the services offered, which depends heavily on the level of expertise possessed by EAP providers and counselors. Organizations should always vet the experts under an EAP’s umbrella to ensure that the advice and counseling employees receive is beneficial.
  • Employee Misuse: Unfortunately, employee misuse of EAP services to avoid a disciplinary action is all too common. Such employees will claim they are struggling with substance abuse problems or other traumas to avoid penalties, demotions, or dismissals, sometimes even promising to seek help through the employer’s EAP to tackle the issue. This type of behavior ties the hands of an employer, as the employee is protected under the Americans with Disabilities Act.
  • Clunky Technology: No matter how great a program’s benefits are, if the app or website used to access them is difficult to use, employees will be too frustrated by the platform to engage with the EAP. This is especially important if the one of the major EAP offerings is a virtual coaching app or platform for relevant, helpful content.

Benefits and ROI of Employee Assistance Programs

As an organization, you have an obligation to help your employees care for themselves, and that extends outside of the office. But doing the right thing is far from the only benefit to be gained from providing an Employee Assistance Program. According to research from the Center for Prevention and Health Services, workplace costs of mental illness and substance abuse disorders range from $79 to $105 billion each year. An Employee Assistance Program can help these employees and combat absenteeism, lack of engagement, workplace distress and personal strife. 

An EAP is a proven, cost-effective solution to many of the problems employers face today, and translates into very tangible ROI. According to the Department of Labor, employers save an average of $5 to $16 for every dollar invested in an effective Employee Assistance Program. In a recent WOS annual report, companies saw an average of 10.92 hours of work missed over a 30-day period due to mental health related issues before implementing an EAP system. After program implementation, this number was nearly cut in half to 5.64 hours — an improvement of 48 percent.

While EAPs keep identities confidential, in most cases, you will receive a usage report from your EAP provider that shows how many employees are taking advantage of your program and how they are using it. These reports can tell you if you’re getting your money’s worth by offering an Employee Assistance Program.

Pricing of Employee Assistance Programs

The cost of an EAP varies widely depending on the type of program desired, the size of the organization, the industry, and the quality of service offering. In addition to these variables, the approach to pricing can vary across providers. Providers charge on a “per use,” “per call,” or “per employee” basis. 

  • “Per use” pricing models offer services like telephone support and online resources for a fixed monthly fee, applying additional charges for other services such as face-to-face counselling. 
  • “Per call” pricing on the other hand offers their EAP service cost at a fixed cost, minus a flat rate for every call their employee makes to the EAP.
  • “Per employee” pricing is by far the most popular option amongst EAP providers, charging a fixed price per employee based on the expected use of the service.This fee usually ranges between $10-$50 per employee each month, but can be higher depending on the number of services provided and the size of the organization. Smaller organizations tend to have a higher per-employee price, and can have a more difficult time finding an affordable EAP as many providers have an employee enrollment minimum.

Features of Employee Assistance Programs

According to recent studies, an estimated one in four adults in the United States have a diagnosable mental disorder, one in five adults have an alcohol use problem, and one in eight adults have a drug or other kind of addiction. Untreated mental health disorders and addictions can damage your employees in many ways, increasing their risk of illness, personal problems, incidents at work or school and even a family breakdown. However, more than half of employees don’t tell their employer about such problems for fear of losing their job. 

Due to both their flexibility and confidentiality, EAPs allow your staff to get the help they need, when they need it. From emergency response to onsite traumatic incidents to custom content like videos and podcasts, EAPs can cover a broad spectrum of features that enhance well-being in a confidential manner and prevent absenteeism or sick leave. 

Common features of top EAPs include:

  • Crisis Management and Incident Support: Accidents happen and crises can arise, from employee deaths to organizational violence. When these incidents occur, every second counts. Ensure that your employees are supported 24/7 with an EAP that provides immediate expert workplace crisis management and incident support, from on-site debriefings and in-person counseling services to rapid response from a specialized crisis management team.
  • Substance abuse: According to the National Center for Biotechnology Information, the majority of adults with substance use problems are employed, and an estimated 29% of full-time workers engage in binge drinking, 8% engage in heavy drinking, and 8% have used illicit drugs in the past month. Due to the recent pandemic, these numbers are expected to rise. EAPs can help sufferers of substance abuse by offering preventive services and screening, early identification, short-term counseling, and referral to specialty treatment.
  • Mental Health Services: As of 2017, 1 in 5 U.S. citizens has reported a mental illness, and U.S. Employers spend about $31 billion a year in lost productivity due to depression alone. By providing access to free therapy for behavioral and mental health conditions, and encouraging employees to take advantage of these surfaces, employers can alleviate suffering, help offset costs and contribute to a culture of prevention. 
  • Holistic Wellness Content: One of the more advanced features available in some EAPs, online portals or apps can provide custom wellness content for employees, from meditation training to establishing work-life balance. In addition, these portals and apps can keep track of any program progress, important contact info, and more. 
  • Workplace Concern Hotline: While this may not fall under the umbrella of every EAP provider, the most holistic providers will often offer a toll-free, confidential number to report workplace concerns that can affect your employee’s emotional and physical well-being. Harassment and discrimination, workplace violence or threats, on-site substance abuse, fraud, and other issues can be caught early when employees feel they have a safe place to turn.

EAP System Demo Questions

When it comes time to choose a provider, one of the first steps is to attend a demo. This is one of the best opportunities your organization has to get your concerns addressed, and ultimately ensure that you’re choosing the right provider. We recommend coming up with a list of questions about the use cases most relevant to your business to have in hand during every demo you attend. 

Here are a few topics to brainstorm your own questions:

  • What qualifications do the staff possess? All staff members employed by the EAP provider to interact with your employees should be licensed, EAP-trained counselors with a master’s degree from an accredited university. As these professionals will often be providing services to employees when they’re in a time of crisis, it’s critical that they possess the necessary training and experience to manage all manner of life issues. 
  • How are employees referred to affiliates? When your employees are facing a crisis or dealing with mental health issues, it can be an impossible burden to call various affiliates and determine both availability and appropriateness or their particular case. The best EAPs will assign your employees to a compatible counselor and verify their availability directly, instead of simply providing referral services. 
  • Do they offer continuity in care? Counselor-client relationships can be tricky and tiring to establish, as sometimes it takes several counseling sessions for an employee to feel comfortable. For continuity and comfort, employees should be able to speak with the same counselor they’ve worked with in the past. Any EAP staff fielding calls should be able to determine which counselor the client has seen in the past and help schedule a repeat session if so desired. 
  • How are cases monitored? Cases shouldn’t be closed until the EAP counselor confirms that the employee is satisfied with the referral(s) received and has resolved their issues. 
  • How adaptable is the EAP? An effective EAP team is agile, and collaborative, drawing upon all of its available professional resources to help your organization in whatever way is necessary. Whether the crisis is immediate or ongoing, the EAP should be equipped to handle it.
  • What management resources are available? An employee in trouble can be a difficult issue to face for any manager. Supervisors often struggle with how to handle the situation or dread taking necessary corrective action. Many EAP vendors have trained interventionalists or organizational mediators on staff who can deliver services onsite. 
  • Does the EAP offer online or In-person training? Whether the EAP offers in-person or on-line training options could make a big impact on the program’s ROI. In-person training tends to be more engaging, but online offers instant accessibility and can be more easily prolonged for employee development. 
  • Is there an assigned account manager? Many EAPs have a designated account manager who oversees all aspects of implementation, and acts as a single point of contact for any problems or concerns.
  • Does the EAP offer promotional materials/activities? As we’ve covered previously, EAPs offer little value if employees aren’t aware of it’s assistance or don’t understand how to use it. Several EAPs will offer a variety of promotional/informational materials, such as printed and digital flyers, orientation sessions, and manager training.

Implementation of Your EAP System

Once an EAP provider has been chosen, there are several steps an organization should take to get their program up and running. First, an organization should draft an internal EAP policy that explains the following: 

  1. What the business hopes to accomplish by offering an EAP
  2. A step-by-step procedure for employees to follow in order to access available services
  3. How the business intends to maintain confidentiality and employee privacy. 

After the EAP policy is completed, both the launch of its program and its policy should be publicized within the organization, via internal newsletters, websites, and social networks. These communications should list any and all services available through the program, and stress that confidentiality is assured. In addition, human resources departments should set aside office hours for employees to come in and speak with the HR team about any questions they might have. 

Remember that without engagement, your EAP will fail in its mission. Communication is key: speak directly to your employees about the benefit, and make sure they understand what it can do for them. Pamphlets summarizing the benefits and business cards are handy here — leave them in shared spaces, at the front desk, or anywhere else they can be easily picked up by interested employees.

Employee Assistance Programs FAQs

What does EAP stand for?

EAP stands for employee assistance program.

What does an employee assistance program do?

An employee assistance program provides private assessments, counseling, and referrals to employees who have personal strife related to mental health, substance abuse, family issues, and more.

How much do EAPs cost?

Pricing of EAPs varies based on provider. However, you should be prepared to pay on a per user, per call, or per employee basis.

Are EAPs free to employees?

Yes, EAPs are completely free to employees of your organization.

Final Thoughts

An intelligently structured, comprehensive, and well-implemented EAP can have a huge positive impact on your organization’s morale, productivity and your bottom line. But before we leave you to your decision-making process, we offer a word of caution: what you pay for is what you get. Many EAPs have been advertised with a cost as low as $1 per employee, but don’t count on these providers to give the necessary support your employees are looking for. Instead, please take a look at our vetted list of providers above, and ask for a demo with the 2-3 best bets for your particular case.

About Us

  • Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
  • Our site is free to use as some vendors will pay us for web traffic.
  • SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.

Get expert advice on

Get in touch with

Step 1 of 2

How many employees are in your company?

Thank you!
We'll get in touch with you shortly.

Oops! Something went wrong while submitting the form.
100% free service
Customized recommendations
1 on 1 help
No items found.