“Our EAP isn’t fit for purpose anymore” – How Bilfinger moved from reactive support to real impact
Laura remembers the exact moment she realised something had to change.
“ I remember sitting at my desk thinking to myself, I just don't think our EAP is fit for purpose. And then I saw a post that read ‘Is your EAP not fit for purpose?’ And it was Jordan from MYNDUP. I reached out to him and said, you've just asked me the question I've been asking myself all morning!”
At the time, Bilfinger was doing what many organisations were doing: encouraging employees to speak up, and pointing them to the traditional EAP model when they did.
But as mental health conversations evolved — and demand increased — that model started to break.
“We were getting a lot of feedback that people had done an initial assessment so that the EAP could decide what best care to place them with. But many were being told ‘actually, based on this assessment, we think you're okay, but here’s some really great self-help links.’ And that just didn't sit well with me. Our whole message was that early intervention that speaking up when it's just a niggle can stop it from rippling.”
We don't think you actually need support, but here's some really great self-help links.
Moving from “fine” to thriving
Laura and the team weren’t just looking to help people when things got bad. They wanted to support the full spectrum of mental health — from just okay to confident, capable and thriving.
That’s where MYNDUP came in.
"MYNDUP has given us that instant change in that care is just readily available. There is no assessment piece, which I think can be quite scary in itself. You can just be somebody putting your hand up to say ‘I would like help’ and you get that.”
It’s not just what MYNDUP does. It’s how it does it.
One of the biggest shifts for Bilfinger came from putting the control in employees’ hands.
“It sounds strange, but someone offshore said it best. They looked at the portal and said, ‘Is this like Tinder… but for mental health?’ And honestly? That’s exactly it.”
Employees can filter by what they’re struggling with, browse practitioner profiles, and choose who feels like the right fit - before they even book. That kind of agency matters for Bilfinger.
”Employees aren’t just given a time and a phone call that they have to try and fit around life. They fit this round what’s best for them.”
Coaching: the unexpected superpower
At first, Laura expected people to mostly use MYNDUP for therapy. But over time, something surprising happened: more and more employees started booking coaching.
“We saw the coaching slice on our usage chart grow month by month. Now, we’re using that insight to build new campaigns and resources around confidence, leadership, and career growth.”
For one manager promoted based on technical skills, coaching helped unlock something more human: empathy.
The manager told Laura after having 10 sessions: “I'm looking back and thinking, how did I get this so wrong?” And Laura said, “you didn't get this wrong. It's just we need that guidance. If we've never done something before, we need that coaching and we can learn how to be good managers.” That’s where coaching can be so pivotal.
Wellbeing that fits everyone
In an industry where employees are spread across offices, offshore rigs, and job sites —access isn’t always easy. But Laura is working with her MYNDUP account manager to find ways to make it work.
“When I was able to visit a site in person and explain MYNDUP, we registered 20 new users that month alone.”
A partnership — not just a platform
“It’s not a product we bought. It’s a team we joined.”
Laura’s points out that wellbeing doesn’t sell itself - it takes time, storytelling, and a personal touch. But with MYNDUP, she has a partner who’s ready to brainstorm, iterate, and try new things.
“There'll be so many times I'll sit in front of our account manager and he'll say, what can I do? How can we help you? Sometimes I don’t have the answers but we always try and brainstorm together, which is nice because I feel like we are a team ourselves.”
And the ROI? It’s human.
“We're seeing those percentages of people that have actually said that they've been able to remain in work because they're in the support of MYNDUP, whereas historically they might have been absent because they were struggling to cope. We’re able to see the usage, so that we can see it’s something that people want and that there’s that need and desire for it.”
But for Laura, the most powerful ROI is to be in a position where if someone needs support, she can give it to them right that moment.
“MYNDUP gives us the chance to better every employee. And I think that’s really powerful.”