1.How well does your EAP session count (number of free counseling sessions) meet employee needs for short-term mental health support?
Market benchmark: 6–12 free sessions per issue per year. Fewer than 6 sessions limits the EAP's effectiveness for most presenting issues.
2.How well do you track and communicate EAP utilization rates, and how do they compare to the 5–10% industry benchmark?
EAP utilization below 3% typically indicates poor awareness. Above 10% suggests strong promotion and a high-need workforce.
3.How thoroughly have you conducted a Mental Health Parity and Addiction Equity Act (MHPAEA) comparative analysis for your self-insured plan?
MHPAEA requires that mental health and substance use disorder benefits be no more restrictive than medical/surgical benefits. Comparative analysis is required for self-insured plans.
4.How adequate is your behavioral health network for your employee population, including access to in-network therapists, psychiatrists, and substance use treatment?
Behavioral health network adequacy is a significant problem. Many employees cannot find in-network providers within a reasonable distance or timeframe.
5.How well integrated is virtual behavioral health (teletherapy, digital mental health apps) into your benefit program?
Virtual behavioral health significantly expands access. Digital mental health apps (Calm, Headspace, Lyra, Spring Health) are increasingly common.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
