Over the past few years, the U.S. mental health ecosystem has faced a crisis, with rising rates and a provider shortage leading the list of causes. At the same time, the need for counseling has grown, resulting in an influx of telehealth platforms fighting to fill the gap, many powered by venture capital.

While the value of these newcomers is undeniable, several claim to replace Employee Assistance Programs (EAPs), labeling EAPs as "conventional" and "outdated." However, EAPs tend to be privately owned and operated, so each firm is unique, negating these broad- brush declarations. In addition, 79% of U.S. employers have an EAP embedded into their benefits plans, and many are finding them more relevant and innovative than ever.

To help clear the air, we asked the thought leaders of the National Behavioral Consortium (NBCgroup.org), a non-profit behavioral health trade association, to share some common misconceptions and truths that organizational leaders, including HR, may have about EAPs.