What is an employee assistance program?

An employee assistance program, orEAP, is an employer-sponsored service that helps employees manage personal and professional issues.EAPs offer employees a free counseling benefit that works alongside medical benefits without being tied to them. This means workers who opt out of healthcare coverage can still typically use these benefits for free.

Designed as a holistic support system for personal, financialandlegal issues, EAPs give employees a stable, reliable outlet for managing challenges. These programs prioritize both personal and professional wellness, making them a vital investment in your employees’ work-life balance.

An overview of EAPs

The primary objective of an EAP is to help employees reduce stress and achieve high personal satisfaction. These programs typically offer services such as evaluations, counselingandreferrals to other mental health, financialorlegal specialists. For example, an EAP may provide individual counseling sessions for an employee experiencing high stress levels. These sessions aim to provide the individual with coping and stress-reduction strategies.

In most cases, third-party providers offer these counseling sessions and related services, reporting only the number of sessions or employees served to an employer. EAPs maintain the anonymity of employees using their services, and all sessions remain confidential.

Aside from confidentiality, successfulEAPs generally share several other common features:

• 24-hour access to professional help:EAPs often include 24-hour hotlines for covered employees, providing general assistance, direct contact with mental health professionals or emergency referrals.
• Short wait times: EAPs respond to emergencies immediately and schedule counseling sessions within a few days.
• Professional care:These programs utilize licensed or certified counselors and psychologists who can provide referrals to other support specialists as necessary.

What types of benefits are covered under an EAP?

EAPs provide employees with access to various services aimed at improving their personal wellbeing and addressing work-related issues. WhileEAP plans vary, they often help employees deal with challenges, such as:

• Addiction assessments and treatment
• Emotional distress and stress reduction
• Depression, anxietyandgrief
• Legal issues
• Financial counseling
• Work concerns and stress
• Child and elder care concerns
• Traumatic event counseling
• Health management issues

How do EAPs work?

EAPs connect employees with counselors and other personal support resources, often through a 24/7 phone line offering free resources. Typically administered by a third-party provider, EAPs give employees a safe space to address issues without fearing retribution or judgment from employers.

When an employee or their family is dealing with a personal issue, they can contact the program intake specialist or coordinator through a confidential phone call or web-based consultation. The coordinator then connects the employee with relevant free or low-cost resources.

EAPs can provide substantial help for employees, whether they’re going through a difficult time or experiencing hardship.For example, if an employee faces eviction, the service may refer them to an attorney for a free consultation. If the employee has depression, the coordinator may refer them to a counselor.

Instead of being a long-term solution for employees, EAPs provide more immediate assistance to employees in urgent need. These services should quickly identify the issue, create an action plan for resolution and provide resources for continuing help. Thecore functions should also aim to provide resolutions based on each employee’s unique circumstances and offer solutions that can be incorporated into their lifestyles.

Who can use EAP benefits?

Once your company enrolls in an EAP, all employees—and sometimes their family members—can typically use its services.

Employees can take advantage of an EAP’s service through three main channels:

• Independent outreach: Employees contact theEAP provider directly to deal with personal or professional concerns they’re experiencing.
• Interpersonal suggestions: Coworkers recommend theEAP to their colleagues or family members. While no employee has to disclose their use, they might recommend the EAP to others after having a positive experience.
• Official referral: If a manager or human resources professional becomes aware of a struggling employee, they can make an official referral. Official referrals ensure employees are aware of benefits and encourage them to address issues affecting their work performance or mood.

The benefits of employee assistance programs

Looking after your employees’ overall wellbeing through an EAP benefits both you and them. Your employees have professional advisors who can guide them in the right direction and provide resources to assist them in solving problems. In return, your business benefits from happier, healthier employees in several important ways. Let’s look at the benefits of employee assistance programs in the workplace.

Improved productivity

Employees who can manage stress can often focus better, improvingwork efficiency. High stress from personal or professional issues may lead to distractions, fatigue, withdrawal during group projects and decreased motivation. However, when employees have access to real help through an EAP, their overall attitude and productivity may improve.

Fewer absences

Employees may take fewer sick days and unexcused absences when they feel relaxed and productive instead of stressed and worried. When employees feel overwhelmed at work, they may be unable to cope with everyday challenges, causing them to come in late, leave early ormiss entire days. EAPs offer resources to address the root causes and prevent chronic absenteeism.

Employee-focused culture

Providing an EAP creates a culture of mutual respect and dedication. Your employees generate value for the business, so emphasizing the importance of self-care shows themyou’recommitted tocreatinga mutually beneficial workplace.

Preventing workplace incidents

Employers can suggest that their employees use their EAPs during conflicts with colleagues, company restructuringorother stressful events. In these instances, EAPs mayhelp reduce workplace conflict by offering confidential outlets for employees facing work-related issues.

Better retention

EAPs help employees handle challenges and stresses before they become severe enough to cause absenteeism or quitting. It’s important for employees to know that their workplace provides them with tools and services to support their mental health. The positive cultural impact resulting from effectiveEAPs can also boost employee happiness, potentially reducingemployee turnover.

Tips for finding an EAP provider

Depending on employee needs and company resources, decide on the scope of the EAP’s benefits. Use these tips to select a reputable provider andget the most value for your money.

1. Decide on theEAPstructure

There are several ways to structure and administer your EAP. Weigh the pros and cons of each option before committing to and implementing the program.

Some common examples of employee assistance programsinclude:

• In-house: Larger companies may have counselors and social workers on staff to support other employees. In-house EAPs still abide by confidentiality rules, even if your company operates them.
• Pay-per-service: With these EAPs, employers have ongoing contracts but only pay providers when someone takes advantage of a benefit.
• Fixed-fee: Employers sign up for a suite of services and pay the same amount to access them, regardless of who uses their benefits.
• Collaborative or consortia: Groups of employers work together to negotiate a contract for all of their employees, which often reduces costs for employers.
• Mentorship programs:EAPs train employees to help coworkers facing issues such as domestic violence.
• Union-based programs: Larger unions may provide access to EAPs for members and their families.

2. Follow EAPA recommendations

The Employee Assistance Professionals Association (EAPA) has a set of standards they use to evaluate the trustworthiness of EAPs. Research each provider to ensure they meet industry best practices.

Services reputable EAPs should provide include:

• 24-hour crisis assistance
• Standardized referral recommendations
• Training programs for businesses
• Certified staff
• Multiple forms of outreach
• Legal compliance
• Multilingual services

3. Evaluate the intake process

Ensure theEAP program you select is easy for employees to use by understanding the provider’s intake procedures. Consider wait times, website accessibility and follow-up procedures after the initial outreach.

How much does an EAP cost employers?

EAP costs vary depending on the structure of the plan and the size of your company. Generally, the more employees you have, the less each employee will cost. The methods you choose to administer your program can have a direct impact on costs, with group collaborative or consortia programs typically costing less and in-houseEAPs usually costing more.

Promoting your EAP

Once you have an EAP in place, advertise the program to employees so they know it’s available and understand how to use it. Follow these steps to develop company awareness of the EAP benefits the provider offers:

1. Set program guidelines: Use educational materials from your provider to ensure leadership understands the EAP and can explain benefits to employees. Set clear guidelines for when they should refer employees to the program.
2. Update the employee handbook: List theEAP’s contact information in the employee handbook to ensure everyone at the company knows how to access it.
3. Put up posters: Post flyers and posters in shared spaces within the workplace to regularly remind employees that they can call the EAP.
4. Give verbal reminders: During HR meetings and wellness events, discuss the benefits of using the EAP with employees and tell them how to obtainmore information.

A well-planned employee assistance program offers a wealth of benefits for the workforce, while also helping support your company’s success. However, employees must actively and consistently use the program for employers to recognize its advantages. By choosing the right program and ensuring all employees understand the benefits of an EAP, you can help foster a happier, healthier workplace.

Employee assistance programs FAQs

Why might employees not take advantage of an EAP?

To create a successful EAP, reduce any stigma around contacting an EAP and emphasize its confidentiality. Employees might also not fully understand the provided resources or be unaware of their functions, from mental health and counseling to legal or financial matters. As a result, employers and employees may benefit from an extendedEAP promotion, including frequent information sessions, posters and discussions during staff meetings.

Are EAPs mandatory for employers or employees?

No. You can offer EAPs as a benefit to your employees, but participation is optional. Many employers find that cost-effective preventive services offered by EAPs benefit employees more than addressing problems later.

How do employees contact an EAP?

EAPs usually offer 24-hour phone or digital hotlines for employees, so they don’t need to contact anyone in their workplace for access. Employees can contact theEAP at any time, with or without the knowledge of coworkers, managers or the HR department.

Do EAPs only provide counseling for mental health issues?

No, EAPs can cover a wide range of services. While the focus is often on mental health and helping employees achieve better work-life balance, EAPs can also help with topics like retirement planning, legal advice, returning to work after the birth of a child and finding child care.