You wouldn’t give every employee the same job description—so why do we expect a single mental health solution to work for everyone?

At Lua, we analysed continuous usage patterns of various Employee Assistance Programme (EAP) and wellbeing interventions, covering areas like mental health, emotional intelligence, financial wellbeing, and work-life balance. More importantly, we monitored employees’ real-time stress levels before and after engaging with each intervention, giving us a clearer picture of what truly helps—and what doesn't.

The results were eye-opening.

The Problem with One-Size-Fits-All EAPs

Despite their wide adoption—nearly 80–90% of mid-to-large companies offer EAPs—engagement remains critically low. On average, fewer than 5% of employees use EAP services, and many who do only scratch the surface.

This isn't just due to lack of awareness or stigma. It’s because most EAPs were designed decades ago and haven’t evolved with the workforce. These systems often rely on rigid models: limited-session counseling, standardised scripts, and narrow service windows that don’t reflect the needs of a diverse and dynamic employee base.

What employees want is personalised, accessible, and context-aware support. What they often get is bureaucracy.

What the Data Reveals: Lua’s Stress-Level Study

Lua’s in-depth analysis examined stress level fluctuations in the three days following engagement with various EAP and wellbeing tools.

Here's what we found:

• Increased stress was observed following the use of tools such as:
  • Mindfulness and meditation content
  • Personal journaling
  • EAP call lines
  • Burnout and work-life balance resources
  This doesn’t mean these tools are ineffective. Instead, it suggests that employees tend to reach for these resources during moments of high stress. These interventions may require better timing, communication, or delivery to maximise their impact.
• Decreased stress was linked to:
  • Short audio reflections
  • An emotional intelligence quiz
  • Our wellbeing playbook content, which includes employee perks and habit nudges
  These tools are fast, low-friction, and meet people where they are—making them highly effective in moments that matter.

Why This Matters: From Passive Resources to Strategic Tools

This real-world, stress-based analysis is a game-changer.

For too long, EAP effectiveness has been measured by existence rather than impact. Lua’s findings move us from guesswork to evidence-based action. They show us how to:

• Deliver the right tool at the right time
• Avoid mismatches that erode employee trust
• Replace ineffective interventions with high-impact alternatives
• Iterate smarter and build wellbeing ecosystems that actually work

In other words, we’re not just offering support—we’re designing systems that adapt to the real needs of the workforce.

What’s Next: A Data-Led, Personalised Approach to Wellbeing

The future of workplace mental health isn’t generic. It’s personal, proactive, and data-led.

Lua’s analysis proves that when organisations listen to what the data tells them, they can build smarter, more human support systems—ones that are responsive, not reactive.

For employers, that means:

• Improved employee outcomes → higher engagement, retention, and productivity
• Better ROI → no more funding low-impact programs
• Culture change → psychological safety embedded in daily life

For EAP providers, it’s a wake-up call to evolve—using real-world usage and outcome data to improve service quality, prove effectiveness, and stay competitive.

Real Support Isn’t Standardised

At Lua, we believe support should meet each person where they are—not just where a policy says they should be.

The lesson is clear: there is no one-size-fits-all in employee wellbeing. But there is a smarter way forward. With data at the core, we can finally move beyond checkbox solutions—and into the era of truly personalised care.

Because real wellbeing isn’t about ticking boxes.

It’s about knowing what works, when it works—and for whom.