Insider Risk Management: Why You Need an Employee Assistance Program

There’s no debate: in any sector, an organization’s most valuable resource is its people. That’s why integrating the employee assistance program (EAP) into your insider risk strategy isn’t just a good idea — it’s a smart investment. Employee assistance programs don’t just support wellness; they proactively reduce insider risk in a way that’s scalable, cost-effective, and human-centered.

What is an employee assistance program?

An EAP is a confidential workplace service designed to help employees manage personal or work-related challenges that could impact their health, performance, or well-being. These programs typically offer short-term counseling, emotional support, legal and financial guidance, and referrals to external services.

From an insider risk perspective, EAPs serve as a non-punitive, early-intervention mechanism for reducing insider risk and supporting a trusted and resilient workforce. When an employee begins to struggle — due to stress, burnout, financial issues, or personal hardship — the EAP provides a path to support that’s both private and proactive.

This enables organizations to care for their workforce while reducing behavioral risk factors that can escalate into insider security incidents.

How do employee assistance programs fit into insider risk management?

Employee assistance programs are a vital component of insider risk management because they address the human factors that often precede risky or harmful behavior. While technology can monitor actions, it’s the support structures that help employees before problems escalate.

Dr. Sarah E. Minnis, Associate Professor, Master of Science in Human Resource Program at Western Carolina University, highlights the value of HR in this process:

“We invest HR money into recruiting, onboarding, and training. The last thing one wants is to have an employee leave if they can be retained.”

EAPs offer a way to re-engage employees before they disengage entirely. Dr. Minnis explains that employees in crisis often show early behavioral clues — like padding expenses or taking undocumented days off — typically because they believe these actions won’t be noticed. Managers, supervisors, or peers who recognize these signs and encourage intervention can prevent these issues from turning into “bold moves” that compromise security.

This insight underscores why HR often leads insider risk investigations. In fact, the 2024 DTEX i³ Insider Risk Investigations Report shows that 72% of insider risk cases were initiated by HR teams. By integrating EAPs with HR-led early interventions, organizations create a proactive, people-first approach that supports employees, mitigates risk, and preserves valuable talent.

What is the ROI of employee assistance programs for insider risk?

The U.S. Department of Labor conducted a study back in 1990 which quantified the return on investment of an EAP and found that “for every $1 invested in an EAP, employers save an average of $5-16 in return. In 2025, that equates to $12.92–$41.35.

The U.S. Office of Personnel Management (OPM) noted that this ROI is “due in part to the notably low operating cost of an EAP in comparison to the high cost incurred by issues such as lack of productivity, absenteeism, accidents, and negative mental and physical health consequences which employees may experience when not appropriately afforded wellness resources, services, and supports.”

These same issues are well-known behavioral precursors in insider risk cases. An EAP therefore not only supports mental wellness, but also helps address insider risk at its root, proactively and cost-effectively.

What if starting an employee assistance program isn’t feasible?

Not every organization can stand up a formal EAP. But the principle remains: supporting employees supports security.

The DTEX i³ Insider Risk Resolution Tree offers a structured approach to guide organizations in handling insider threats and risks. It helps determine appropriate responses to various insider activities in support of a trusted and protected workforce.

It offers a blueprint for communicating without suspicion, and for shifting from reactive investigations to proactive engagement.

Embedding employee assistance into governance and culture

Employee assistance programs work best when they are embedded into both the governance structure and day-to-day culture of an organization.

A Symantec whitepaper emphasized the importance of clear policies and procedures around how employees can access support services like the EAP — not just that they exist, but that they’re understood, trusted, and easy to use. Education is key: when people know help is available and confidential, they’re more likely to use it before risk escalates.

This approach aligns with the Cybersecurity and Infrastructure Security Agency (CISA) Insider Threat Mitigation Guide which recommends that insider threat governance groups include EAP representation. CISA notes that such groups “should make modifications to existing documentation or programs when needed or create new policies and standards tailoring the organization to comply with the insider threat program and required legal constraints.”

The “see something, say something” mindset applies here too, not just for physical threats, but for signs of burnout, stress, or behavioral shifts. I was the benefactor of this strategy early in my government career, when I had a caring manager point out that I was on the cusp of burnout. They then referred me to the EAP and a few days of mental health rest.

I have no doubt his action enabled me to be even more productive. His compassion certainly moved the needle on my admiration for the individual who exhibited a caring attitude, not just for the success of the work underway, but also for those who were executing the objectives to ensure a successful and desired outcome.

That kind of human-centered leadership isn’t just good management. It’s smart risk mitigation.

Closing thoughts: support is security

Insider risk often starts with stress, not sabotage. That’s why EAPs aren’t just wellness tools — they’re proactive risk controls. When embedded into HR processes and company culture, EAPs help prevent problems before they escalate.

If your insider risk strategy doesn’t include an EAP, now’s the time to ask: how are you supporting the people who protect your organization?

Need help operationalizing a people-first insider risk program? DTEX works with teams around the world to connect behavioral context with early intervention. Let’s start a conversation.