You have an Employee Assistance Program (EAP) in place for your team. You view employee wellness as a top priority, and you feel you’ve taken the necessary steps by providing access to these services. So when the topic of investing in corporate mental health training arises, it seems a bit excessive. The existing resources already meet your team’s needs.
Or do they?
Absenteeism continues to be a challenge, with employees frequently calling in sick or taking unplanned time off. There’s also been a noticeable dip in morale. Although it’s difficult to pinpoint the exact cause, the team appears less engaged and less inclined to go the extra mile to succeed in their roles.
It leaves you questioning whether there’s something you’re overlooking.
In scenarios like these, relying on your intuition is often the best approach. If something feels out of balance, it’s a likely indication there’s a gap in employee wellness—one that mental health training might be the answer to.
Understanding the distinction between mental health training vs benefits coverage is the best starting point when seeking clarity. When you know exactly what both options cover (and don’t cover), it becomes easier to make an informed decision that not only benefits your team, but the business as a whole.
Keep reading for a comprehensive comparison of the two.
Employee Assistance Programs VS Mental Health Training: What’s the Difference?
1. Purpose
To accurately compare EAPs VS Mental Health Training, you need to have a foundational knowledge of the purpose behind each option. This is where the most noticeable difference lies. Let’s explore both.
The Purpose of Employee Assistance Programs
EAPs provide employees with confidential, immediate support during mental health crises or periods of declining well-being. They offer resources like counseling and assistance to help individuals cope, ensuring they receive timely care and minimizing impact on job performance.
The Purpose of Employee Mental Health Training
Employee mental health training focuses on preventing stress, burnout, and other mental health issues before they escalate. It equips employees with tools to manage stress, recognize early signs of mental strain, and promote emotional wellbeing.
2. Delivery
The delivery methods for EAPs and mental health training also differ. Depending on the provider, EAP services may be accessed through a 1-800 number, a referral network, on-site support, in-person, or over the phone.
Corporate mental health training, however, is offered in one of two formats: virtual or in-person. It’s up to the employer to choose the delivery method that works best for their team.
3. Confidentiality
EAP services offer personal, confidential support for employees facing challenges like mental health concerns, family issues, or financial stress. The key feature of EAP mental health support is privacy. Employees can access one-on-one counseling with qualified professionals who guide them through their situations, all without their discussions being shared with their employer.
This differs from mental health training, which is offered in a group setting, either virtually or in-person. It’s focused on building a supportive workplace culture where everyone learns to recognize and address mental health needs together, creating an environment where team members feel empowered to support one another.
4. Outcomes
Results are another key variation between employee assistance programs vs mental health training. Employers should always consider the big-picture goal when determining which option is best for their team.
EAPs give employees the individual support they need to manage stress, anxiety, and other mental health challenges. These programs help reduce emotional strain and build resilience, enabling employees to feel more balanced and capable in both their work and personal lives.
Mental health training, on the other hand, has a positive impact across the entire organization, creating a culture of openness, empathy, and support. As employees become more aware of mental health issues, they’re better able to recognize signs of distress in themselves and others. This leads to stronger team dynamics where colleagues feel safe discussing challenges and offering support—reducing stigma, aiding burnout prevention, and boosting morale.
5. Types of Expertise
Lastly, the kind of professional expertise offered is another way to distinguish between EAPs vs mental health training. EAP programs provide access to licensed counselors or therapists—professionals with the clinical training and experience to offer personalized, confidential support.
Mental health training, like Mental Health First Aid (MHFA), is led by trained educators who specialize in raising awareness and building empathy within groups. While MHFA educators don’t have the clinical training of licensed counselors, they are experts in teaching employees how to recognize early signs of mental health issues, offer initial support, and connect individuals with professional help when necessary. They take an evidence-based approach to their work and have a keen understanding of mental health in the workplace.
Is Mental Health Training the Same as Employee Benefits?
No, as you can see, there are several ways to differentiate between the two. While both options can produce meaningful results in terms of improving work performance, stress management, and burnout prevention, they aren’t exactly the same.
Overall, EAP is tailored toward individual employees, while corporate mental health training is designed to boost employee well-being throughout the workplace.
Taking Action: What You, as an Employer, Can Do Now
You know the difference between employee assistance programs vs mental health training, now it’s time to use this knowledge to better your business.
While EAPs provide confidential support, offering mental health training in addition to EAP services takes workplace wellbeing a step further. It creates a proactive environment where mental health is understood and openly discussed, giving your team the tools to spot signs of distress, respond with empathy, and drive positive change.
Don’t wait. Together, we can be catalysts for change and create an environment where success is inevitable.