EAPs Are About to Go Through an Evolution – One That’s Long Overdue
By Ashleigh Hollowell
| October 28, 2026 | October 27, 2026 | | --- | --- | | Photo by Luca Bravo on Unsplash | |
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This is an exclusive BHB+ story.
Employee Assistance Programs (EAPs): A Changing Landscape
Employee assistance programs were once standard benefits in the early 2000s, but their usage has lagged behind their availability. As of 2026, only 4-5% of employees at most companies utilized EAPs. Despite confidentiality assurances, a common perception persists that employers can access employee information through EAPs, hindering their use.
Now, EAPs need a modern makeover to meet evolving employee needs and a shifting healthcare landscape.
“The capability of offering a differentiated digital experience has become almost table stakes,” Miriam Ferreira, head of Aetna’s Mental Wellbeing division, stated. “That’s no longer something that one or two early adopter EAP providers can differentiate themselves on alone.”
Digital Evolution and New Services
Aetna is exploring ways to enhance EAP program offerings and strategically redirect behavioral health services to manage costs. The decreasing stigma around mental health has brought EAPs back into the spotlight, especially among Gen Z and Millennial employees. This renewed interest has spurred EAP providers to update and expand their services.
“We’re seeing a lot more specialized emotional resilience services becoming part of the conversation,” Ferreira noted. “We are seeing the EAP space advance significantly, still focused on subclinical services, but certainly these are becoming much more comprehensive versus previously... And we see that also in the utilization of the services, where before it was as low as 2% utilization. Now we’re seeing EAP utilization trends that are much higher, into the double digits.”
Increasing Costs and Strategies
As EAP utilization increases, so do their costs. To manage these expenses, providers are exploring innovative strategies.
“What we saw over the last couple of years is a significant increase in demand for mental health services, and that has put a lot of pressure on the system,” Ferreira explained. “We’re looking at how employers can leverage more out of EAP program offerings, but also how to divert some of the services that are going directly to behavioral health so as not to drive up the total cost of care down the road.”