EAP Reporting for HR: The Quarterly Report
For HR and the buyer · Reporting that respects a firewall
The Quarterly Report That Tells You Something True
Most wellbeing dashboards are theatre for the board. Colourful, confident, and carefully saying nothing. A ring chart of happiness. A wall of engagement percentages built from webinar sign ups. You present it, everyone nods, and not one decision changes, because the report was designed to reassure rather than inform. The report that would actually help you, the one that says which team is straining, whether anything you funded moved a real number, and what to do about it, is also the one that has to be built so it can never expose a single person. That constraint is what makes HR able to trust it, and act on it.
What the report shows, and what it never shows
Every quarter, you see
- Aggregate utilisation, and how it was counted
- The share of users who came back for more than one session
- Broad presenting themes, only where the group is eight or more
- Measured change in anxiety, leadership, wellbeing and burnout scores among people who used the programme
- Recommendations: what to do next, and where
You never see
- Any individual's name
- Who booked, or how often
- What was said in any session
- Any figure for a group smaller than eight
- Anything a manager could use to work out who
Measured change, never claimed cause
We report measured change among people who used the programme. We never write that our programme caused it. We cannot separate the programme from everything else in a person's year, and a vendor who claims otherwise is selling you a number that will not survive scrutiny. Measured change, stated as measured change, and then recommendations you can act on.
How we count utilisation
Utilisation is the number the rest of the report rests on, so here is how it is counted. Want to work out your own before the call? Use the calculator — it runs the identical formula.
Unique employees with at least one session ÷ employees covered on the last day of the periodCounted from our own booking records, checked against your headcount. Workshops and training are not in it.
- NumeratorUnique covered employees who attended at least one session in the reporting period.
- DenominatorTotal employees covered on the last day of the period.
- Measured byThe Thought Co., from our own booking records, verified against your headcount. Our instrument, not an audited third-party figure, and we say so.
- ExcludedWorkshop and training attendance. Not therapy, not counted as usage.
The second number in every report is returned for more than one session: the share of those employees who came back.
A helpline has no relationship to return to. We do.
What is on the pages
- UtilisationCounted as above, period stated, sample size visible.
- Returned for more than one sessionThe share of users who came back.
- ThemesBroad presenting themes, only where the group is eight or more.
- Measured changeMovement in anxiety, leadership, wellbeing and burnout scores among people who used the programme, with the number of people behind it.
- What we never reportRestated in full, every quarter. It is never trimmed for space.
- RecommendationsWhat to do next, where, and what it would take.
Questions HR teams actually ask
What should an EAP report include?
Aggregate utilisation, broad themes at a minimum group size of eight, measured outcome change among users, and recommendations for what to do next. Nothing that could identify a person.
Can HR see who used the EAP?
No. Not names, not bookings, not content. Only aggregate figures, and never for a group smaller than eight.
What is the n of eight rule?
No figure is reported for any slice smaller than eight people, so no one can be worked out by elimination. It is how the report protects the person and stays useful to you at the same time.
Does the report prove the programme worked?
It shows measured change among people who used it. It does not prove cause, and we will not claim it does. That honesty is deliberate.
How do you calculate EAP utilisation?
Unique employees with at least one session, divided by covered headcount at the end of the period. Workshops and training are not counted.
See a sample report on the call.bring your last vendor's report too.
Reviewed by Priyanka Kartari, Psychologist. Last reviewed 25 September 2026. Part of The Thought Co. Employee Assistance Programme.
The Thought Co. is a psychologist led mental health service. Booking and enquiries run seven days a week, 9 am to 8 pm IST. Sessions are in person at Lower Parel, Mumbai, or online. We are not a helpline or a crisis service. In an emergency, call Tele-MANAS 14416 (24 hours) or 112.