Employee Assistance Programmes:
Great as a safety net, not-so-great at actually helping people.
17
of those will experience a diagnosable mental health condition in a given year, according to NHS data
5
of those people — only 5! — will typically get mental health support through their company’s EAP, although this could be as low as 2 people
Imagine there are
100
employees in a company
38
people on top of that will be ‘languishing’: they won’t have a diagnosis, but will feel burnt out, anxious, stressed or sad
Why is EAP usage so low?
Lack of anonymity
When access to support needs signposting through HR, your team is less likely to reach out
Lots of barriers
Callbacks, assessment forms and waiting lists all feel like big obstacles to getting help when you need it
Legal loopholes
People with previous or existing mental health conditions get turned away from much-needed support
50%
of employees typically use Spill’s mental health support in a year
We believe that (waaay) more than 5% of people should benefit from mental health support at work.
That’s why Spill gives everyone in your company access to next-day therapy sessions in just a few clicks.
Imagine there are
100
employees in a company
17
of those will experience a diagnosable mental health condition in a given year, according to NHS data
38
people on top of that will be ‘languishing’: they won’t have a diagnosis, but will feel burnt out, anxious, stressed or sad
5
of those people — only 5! — will typically get mental health support through their company’s EAP, although this could be as low as 2 people
Why is EAP usage so low?
Lack of anonymity
When access to support needs signposting through HR, your team is less likely to reach out
Lots of barriers
Callbacks, assessment forms and waiting lists all feel like big obstacles to getting help when you need it
Legal loopholes
People with previous or existing mental health conditions get turned away from much-needed support
50%
of employees typically use Spill’s mental health support in a year
How come usage is so much higher with Spill than an EAP?
Hear from the companies who've switched to Spill
"Getting Spill was a very easy decision for me — the team love it"
Linh-Chi Nguyen, Head of People
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“If you use Slack or Teams, you should use Spill”
Amoy wright, global people partner
“Spill is friendlier and less clinical, which makes employees feel at ease”
THOMAS FORSTNER, DIRECTOR OF PEOPLE
“The fact that it lives on Slack was incredibly appealing"
CHARLOTTE MACLAURIN, PEOPLE PARTNER
"What sets Spill apart is that so many employees use it”
Danielle Bennun, People Partner
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“The team knows that Spill is there whenever they need it”
Amy Cowpe, Chief of Staff
What kind of mental health support works for your team?
Spill 🐇
EAPs 🐢
Built for small & midsize companies
Built for huge corporations
Flexible 30 day contract (no strings)
Fixed 12 or 24 month contract
Better value for money
Better for tiny budgets
Admin usage & feedback dashboard
Not clear if anyone is using it
Proactive care for strong mental health
Reactive care for poor mental health
50%+ typical usage per year
5% typical usage per year
We'd probably have questions too.
Is Spill an EAP?
Is Spill more expensive than an EAP?
Should I get Spill as well as, or instead of, an EAP?
Do I need to wait for my EAP contract to finish in order to get Spill?
Does Spill turn away employees with pre-existing conditions, like many EAPs do?
Does my company need Slack or MS Teams to get Spill?
Who are the therapists on Spill?
Can Spill support global companies?
Which languages can employees have therapy in?
What if my question isn’t answered here?
What will I do with all that free time once my whole team is feeling super productive, harmonious, self-aware and cared for?!