What you should think about when considering EAPs in 2026

Employee Assistance Programmes (EAPs) have supported workplace wellbeing for years, but the need for change is growing fast. Mental health issues are rising across the UK, and this is having a major impact on businesses.

Poor mental health costs UK employers around £51 billion every year through absence, reduced productivity, and staff turnover. Burnout is becoming more common, with 63% of employees showing signs such as exhaustion and disengagement, up from 51% just two years ago. Financial stress adds to the problem, affecting more than four in ten workers.

Pressure on NHS services means more people are turning to employer-backed support. Private medical insurance claims for mental health treatment have jumped sharply, making up 13% of PMI spending in 2025, compared with 8% in 2022. This shows that employees want help sooner and expect their employer to provide it.

Why EAPs are changing

Mental health problems remain high, and employees want easier ways to get support. Almost a quarter of UK workers say they struggle to cope with stress at work, and 41% worry about money. At the same time, half of employees say they would use digital tools to help with mental wellbeing.

Employers also need to show value for money. Research suggests that for every £1 spent on mental health, businesses get back an average of £4.70 in improved productivity.

EAPs are now a key part of how organisations look after their people. As we move towards 2026, these programmes are changing to meet new expectations. Here are five trends HR leaders should know about.

Trend 1: AI and chat-based counselling

Artificial intelligence is starting to play a big role in a number of wellbeing arenas. AI chatbots may be able to give quick, confidential help to employees who might not want to call a helpline. They can also direct more complex cases to human counsellors, making sure people get the right support quickly.

Trend 2: Linking EAPs to inclusion and responsibility

Wellbeing is now part of bigger business goals. Many organisations are making sure they employee wellbeing initiatives support diversity and inclusion, so everyone feels the help is relevant and accessible. Mental health results are also being included in ESG reports, showing how wellbeing links to social responsibility.

Trend 3: Easy access through digital tools

Employees expect convenience. Easy-to-access digital tools are becoming standard for EAPs, offering video counselling, self-help guides, and financial advice in one place. This is especially useful for remote and hybrid teams who need flexible support.

Trend 4: Using data to improve wellbeing

Modern EAPs provide clear data on how services are used and what results they deliver. HR teams can use this information to plan budgets, improve wellbeing strategies, and show the impact on retention and productivity. Predictive analytics will make this even stronger, helping businesses reduce absence and improve resilience.

Trend 5: Personalised wellbeing support

Employee assistance is moving away from a one-size-fits-all approach. Programmes are being tailored to suit different roles, life stages, and personal needs. Predictive tools will help spot employees who might be at risk of burnout or financial stress, so HR can act before problems grow.

What this means for HR leaders and SMEs

EAPs are becoming an essential part of business strategy. For small companies, choosing a flexible, tech-enabled EAP can help attract and keep staff while cutting absence costs. When reviewing your provider, ask if they offer digital access and AI tools, if they share usage data and ROI figures, and how they support inclusion and ESG goals.

Want to make sure your Employee Assistance Programme is ready for the future? Contact us today to find out how we can help.

Sources

• PMI mental health claims increase: https://www.covermagazine.co.uk/news/4520260/pmi-claims-mental-health-treatments-increase
• Cost of poor mental health and ROI: Deloitte UK – Mental health and employers: The case for investment
• Burnout and stress statistics: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2025-pdfs/8920-Health-and-wellbeing-report-2025-/
• Financial stress and mental health link: MHFA England – Key workplace mental health statistics for 2024
• NHS mental health demand trends:
  Mind – NHS mental health services monthly data