Staying top of mind; what Gen Z really wants from their EAP

Bright-eyed and bushy-tailed, Gen Z is coming hot into the workforce, bringing fresh expectations for a comprehensive benefits package. According to a Deloitte survey, 77% of Gen-Z say it’s important to work for organizations whose values align with their own. This includes a better work-life balance, dedication to diversity and inclusion, and improved access to mental health.  And yet, despite their transparency, many employee assistance programs (EAPs) continue to dampen their spirits. Let’s break down what Gen Z really wants from their EAPs and how employers are stepping up to meet those demands.

1. 1. Comprehensive Mental Health Support:
   1. Mental health support is vital to Gen Z, who according to the APA, is more likely than any previous generation to seek assistance for their mental health. They want more than just a hotline they’ll never call. They crave modern, proactive mental health support that includes access to mental wellness apps, group support, and innovative technology to make their mental health journey as accessible as possible.  They’re looking for resources that meet them where they are — whether that's on their phone or in a digital support group.
2. 2. Accessibility and convenience:
   1. In the age of instant everything, Gen Z expects their health benefits to be easy to navigate and access. A cumbersome EAP portal or rigid scheduling doesn't align with their fast-paced digital lives. They want on-demand support, available through apps or virtual sessions, and quick access without long wait times. Gen Z more than any other generation is embracing digital healthcare, with a 2023 PYMNTS study showing that 62% of Gen Z consumers use patient portals and 55% make virtual appointments.
3. 3. Effectiveness and quality:
   1. EAPs often fall short of their intended support, becoming more of a "check-the-box" benefit than an effective tool. A report from Amwell reveals that 85% of U.S. employees haven't t used employer-provided benefits and this low utilization stems from difficulty accessing services, lack of awareness, and limited motivation. EAPs are often viewed as reactive rather than preventive, with employees only turning to them in crisis. Long wait times, inconsistent provider quality, and lack of cultural competence further hinder their effectiveness.  
   2. EAPs often fail to meet employees' mental health needs due to restrictive session limits, typically 3-6 per year. This is insufficient for acute issues, as Kristine Hoestermann, LCSW, notes: "It takes about 6-8 sessions to even scratch the surface of underlying issues." Employees may reach their session limit just as they begin to make progress, leaving them without comprehensive care for meaningful improvement.
4. 4. It’s personal
   1. Gen Z is pushing for a shift in how EAPs approach mental health, with a clear demand for more personalized options to support a diverse culture. They crave flexibility—whether that’s access to mental health tools that can be personalized on the go or resources that match their specific mental health journeys. With mental health as their top concern, Gen Z isn't just asking for more—they’re demanding support that feels as personal as it is professional.

The bottom line: mental health benefits are non-negotiable for Gen Z

The days of one-size-fits-all benefits packages are over. Gen Z has made it clear that mental health support is a top priority, and they expect their employers to listen. In fact, a 2022 report by McKinsey found that 70% of Gen Z employees believe that employers should prioritize mental health care. And if they don’t get it? They’re willing to walk away. This generation is more likely than any other to leave a job if it doesn’t align with their values, including access to robust mental health resources.

Employers who want to attract and retain top Gen Z talent need to ensure their health benefits meet the moment. That means rethinking their EAPs, investing in digital and personalized mental health tools, and demonstrating a real commitment to the well-being of their employees. Gen Z is clear: mental health isn’t just part of the equation, it’s the equation. Are you ready to meet them where they are?