Employee Assistance Programs (EAP) have been around for many years now, with the aim of supporting employees and reducing WHS risk associated with mental health. However, despite developments in research and technology on mental health interventions, most EAP offerings have remained largely unchanged for both the employee and employer.
What are the most damaging stressors in the workplace?
Is it possible to prevent the development of mental health conditions?
How can reporting balance confidentiality and actionable insights in company wellbeing needs?