This page states our methodology plainly. We work with 3 EAP clients today, by choice. The 50 to 83% range is measured across all three, not diluted across a large roster.
How we measure utilisation, and what it does not count.
Most EAP utilisation numbers are login counts or app downloads. Ours is contact with a psychologist. Here is exactly how we get to 50 to 83%, and what your own number could look like.
Measured across our current EAP clients. Not a number we promise you before we have measured your team, and not diluted by clients we do not actually work well with.
What would your number look like?
drag it and watch both numbers move
We turn down HR teams that want a checkbox.
Three clients today, chosen deliberately. We work with HR leaders who want their people to actually use this, and who will change how it launches if the first quarter says it is not working. Utilisation like ours does not come from a large roster. It comes from a small one we take seriously.
What counts as used. What does not.
Utilisation is only meaningful if the definition is strict. Tap each one.
tap to check it
Tap any option above to see how we would count it.
Four steps, run every quarter.
A sample quarterly report.
This is close to what lands in your inbox each quarter, for a 420 person account. Toggle to see how a typical EAP's report would read by comparison.
no names, ever. this is the whole report.
Measured change, not a promised cure.
Where employees consent to tracking, we follow standard screening tools such as the GAD-7 across their sessions. We report the measured change we see. We do not promise clinical outcomes, and we say that plainly rather than let a number imply more than it can.
Who sees what. In writing.
Confidentiality fear is the top reason employees who need support never use an EAP, in the research we have seen. The architecture below is what makes the number above trustworthy.
Your employee sees
- Their own psychologist, chosen by them
- Full clinical confidentiality, as in any therapy
- Exactly what their employer can and cannot see
You see
- Aggregate utilisation, quarterly
- Return and engagement signals
- Cost per person actually helped
Nobody at your company ever sees
- Who used it
- What was discussed
- Any individual record, ever
What HR heads ask about the number.
What exactly counts as utilisation?
Is the 50 to 83% range an average across all your clients?
Why do you only have 3 EAP clients?
What does the employer actually receive?
Do you promise clinical outcomes?
How is this different from the login or download numbers other EAPs report?
Want your own number?
We can walk you through what measuring your team would actually look like, and what your current EAP is probably not telling you.