EAP providers generally use one of three pricing models: subscription-based, usage-based, or hybrid. In a subscription model, you pay a fixed annual fee per employee regardless of how much the program is used. This makes costs predictable, though some businesses worry about “paying for unused services.” Usage-based pricing, on the other hand, means you only pay when employees actually book counselling sessions, which can work well for teams with historically low usage but may lead to unpredictable costs during high-stress periods. Hybrid models are becoming more common, offering a base subscription with a set number of sessions included, and then charging extra for additional usage. Each model has pros and cons, and the best choice often depends on the size of your workforce and how proactive you expect them to be with accessing support.

While every provider structures packages differently, most EAPs include a mix of counselling, crisis support, manager advice, and wellbeing resources. Typically, this covers a set number of confidential counselling sessions per employee per year, delivered via phone, video, or in person. Some packages also include immediate crisis support, which can be critical during workplace incidents or sudden events. Beyond counselling, many providers now offer manager coaching, debriefing after critical events, and access to online self-help resources like resilience training or stress management tools. The key is to look beyond just the session count and consider the full breadth of support, because these “extras” often determine whether employees engage with the program consistently.

Several factors play into the final price of an EAP. Team size is one of the biggest, as larger companies often secure lower rates per employee due to economies of scale. The number of included sessions also directly affects cost, a package with two sessions per year will be cheaper than one offering unlimited access. Specialised services like financial counselling, legal advice, or trauma debriefing can also raise the price but may provide significant value depending on your workforce needs. Another overlooked factor is delivery method: EAPs that offer 24/7 telehealth or multilingual services may come at a premium, but they remove barriers to access that might otherwise prevent employees from reaching out. Understanding these levers helps businesses choose a plan that balances affordability with meaningful support.

While cost is always important, choosing an EAP based on price alone can lead to poor outcomes. A low-cost program might look appealing but could come with limitations, such as fewer sessions, slow response times, or limited access channels. The true value of an EAP lies in whether employees actually use it and feel supported when they do. That’s why businesses should also weigh confidentiality policies, user experience, cultural awareness, and provider reputation alongside price. An EAP that employees trust and engage with will have a far greater impact on wellbeing, productivity, and retention than one that simply ticks a compliance box. In other words, think of cost as only one piece of the puzzle, not the whole picture.