Introduction

Certain things in life cannot be avoided. Like paying your taxes or going to the doctor for immunizations. Outside of work, it’s also practically difficult to escape stress. Life occurs, and sometimes employees carry their stress to work with them.

When this stress becomes unbearable, the EAPs, i.e, the employee assistance programs may help make whatever an employee is dealing with outside, or even inside, the office more tolerable.

This blog article aims to cover the basic aspects of the EAPs which explain their importance both for employees and companies which are explained as answers to some common questions about the EAPs.

What Does EAP Stand for in HR?

An employee assistance program (EAP) is a work-based intervention program meant to help workers resolve personal issues that may hurt their performance. The EAPs have traditionally aided employees with difficulties such as alcohol or substance abuse; however, most now address a wide variety of topics such as child or elder care, marital challenges, financial or legal issues, health issues, and traumatic incidents such as workplace violence.

Employees get programs at no cost from stand-alone EAP vendors or clinicians who are part of comprehensive health insurance policies. Services are frequently provided over the phone, via video therapy, online chatting, e-mail conversations, or in person.

The EAP program may also offer a variety of other services, such as nurse advice lines, basic legal support, and adoption assistance. The EAP counselling services are typically made available to the employee’s spouse, children, and non-marital partner who live in the same household as the employee.

Why are EAPs important?

According to the American Institute of Stress, ”48% of people think stress has a negative influence on their personal and professional lives and this costs employers $300 billion in “stress-related sickness and missed work” each year.

Companies who are worried about these figures frequently include EAPs in their benefits package. These programs can assist to alleviate stress, which benefits the entire firm. Employees may feel better supported just because these options are accessible.

Below mentioned are some of the reasons why the eap resources and programs are important for a company

The EAPs support employee wellness

New types of EAPs do more than just assist employees to deal with job stress. They’re quickly becoming comprehensive well-being programs.

Businesses may help workers deal with major life and professional events by offering EAPs. This gives vital materials to assist people in navigating pressures without jeopardizing their careers. Examples of circumstances where EAPs can help include:

• Divorce, adoption help, or childcare are examples of family circumstances.

• Conflict resolution, networking, family concerns, and connection development are all examples of social or professional interactions.

• Recovery from substance usage and catastrophic circumstances such as car accidents or the death of a loved one.

• Employees can receive mental wellness support to help them manage stress or mental health challenges.

Professional Development.

The EAPs frequently provide education programs to help people develop a range of skills. NetApp collaborated with BetterUp Coaching to provide leadership development for a high-performance culture.
Similarly, Google provides up to $12,000 in tuition reimbursement to help people advance in their jobs.

Career transitions, whether a lateral move or a promotion. Employees receive the assistance they require to successfully transition into their new roles.

Employees can rest and refresh by traveling. Airbnb provides travel credits.

Increasing employee well-being can help them be happier and more fulfilled both at and away from work.

Fitness increases workplace productivity and performance

When employees are well, their performance improves. A 2018 study by the Federal Occupational Health (FOH) found companies with the EAPs saw:

A 69.2% decrease in absenteeism
A 22.8% improvement in “work presenteeism”
and A 10% decrease in “workplace distress”

When employees are engaged in work, they’re more productive. Employee engagement helps facilitate collaboration with co-workers and reduce burnout. The data above reiterates the positive impact the EAPs have on employee job performance.

Key Benefits of The EAPs to Employers

The fundamental benefit of employee assistance programs help employees solve issues that may hamper their performance at work and alongside it also has certain benefits for employers too

Employee productivity is enhanced.

Employees who are dealing with personal issues have difficulties concentrating at work. They may even suffer so much that they routinely call in sick. As a result, the firm may suffer financial losses. According to the Society for Human Resource Management, employee absences cost businesses 36% of their productivity. Introducing an EAP can assist in resolving this issue. According to studies, implementing an EAP may reduce time missed at work by 33% and work-related injuries by 65%.

EAPs are reasonably priced.

According to the Centers for Disease Control and Prevention, productivity losses due to absenteeism cost companies in the United States around $225 billion per year, or $1,685 per employee. The cost of EAPs varies per program, but usually runs from $10 to $100 per employee, representing considerable savings when compared to possible absence. Once the program is in place, businesses must continue to promote the advantages to employees so that it is at the forefront of their minds when an issue in their life arises.

EAPs assist the firm in saving money.

Each year, businesses spend a growing amount of money on healthcare expenditures. Mental health issues alone cost employers an estimated $20 billion each year and account for 75% of all short-term disabilities. EAPs have a large ROI, with an 8-to-1 return on investment. Businesses that invest in an EAP can minimize overall health expenditures, medical insurance utilization, and absenteeism.

The EAPs promote employee retention.

All employees benefit from a good work environment. Friendships with coworkers keep many employees at their jobs. Positive interactions with coworkers are said to keep 51 percent of people at their jobs. When employees have access to the resources they need to deal with personal difficulties, the work environment improves. Employee assistance programs ( The EAPs) assist employees in remaining present and happy at work. When problems arise, they are remedied more quickly.

Offering EAPs to employees not only communicates that the business and human resources care about the employee’s happiness, but it also helps to enhance workplace productivity. Employees understand that if they are going through a tough moment in their lives, there are services available to assist them.

How Long Is An EAP Program?

Employee assistance program counseling typically lasts three to six sessions. If an employee’s problem requires long-term care or is more serious, most EAPs provide a referral network to connect employees with extra care. Employee assistance counselors are educated to recognize circumstances in which employees require further support. They will examine the employee and identify the best strategy to assist with their situation.

What Should be Included In an EAP

Employee Assistance Programs can be rather confusing if you do not understand how they function. Implementation is made considerably more difficult in the absence of a methodical methodology.

Implementation of Employee Assistance Programs

Employee Assistance Programs can be rather confusing if you do not understand how they function. Implementation is made considerably more difficult in the absence of a methodical methodology.

We will go over a few aspects of how a business may implement an EAP.

Plan The Structure

A strong and sturdy foundation is the bastion of any building, and a suitable construction for the EAP for your company will be equally important.

Before beginning to construct an EAP program, create a workable and simple design of how the program should be. Set aims and goals for how you wish to use EAPs in your business.

Once everything is in place and you have a clear vision of the goals, onboarding the EAPs will be a lot easier. And, with a well-planned structure, the company will be able to optimize the program’s efficacy.

Mind the Budget

Employee Assistance Programs are accessible for all sizes of businesses. Whether it is a large enterprise or a small firm. The big difference arises when the budget is involved in implementing the program.

While large firms may choose profitable EAPs, small enterprises have fewer options. This is why including EAPs in the budget is critical. You may like to give all the required help to your staff without blowing a large hole in your annual budget.

Select the Vendor

Choosing the correct provider for your company is one of the most crucial aspects of adopting an EAP. There are several suppliers on the market, but which one is appropriate for your firm depends on what you require.

You can seek particular factors while selecting a vendor, such as-

Years of experience, service, and real testimonies.

The vendor’s fee is within your budget.

The scope of the EAP services.

Geographically accessible.

Services are available around the clock.

Excellent customer service and happiness.

The parameters might vary depending on the demands of the company. However, make a list of all the requirements so that the EAP vendor covers all of your areas of interest.

Flexibility

A program’s adaptability makes it more successful and sustainable in the long run.

What does flexibility mean when it comes to deploying the EAP program?

The solution is straightforward. You cannot expect a program to run on the solutions you began with. The program will be modernized and changed to make it more effective. Now, software that relies on obsolete services will be a liability.

However, if your EAP allows for it, you may make periodic updates and incorporate services that correspond to the changing trend. Making the EAP program significantly more productive and beneficial to the company over time.

Introduction and Employee’s understanding of the Program

If you skip the step of presenting the EAP to your staff, your implementation will be incomplete. Employees realize the benefits of an EAP after they grasp the framework of what it consists of.

Make sure you provide a FAQ session so employees may ask questions and express their concerns regarding EAP. Prepare an experienced panel to answer any queries so that workers may comprehend EAPs and fully utilize them to their advantage.

The more perks they receive, the more satisfied they will be, which will assist the company’s bottom line through increased employee productivity and engagement.

Do Employee Assistance Programs Often Help Employees With Non-work Related Problems?

The primary objective of conducting the employee assistance program and implementing the employee assistance plan is to mitigate the personal issues of employees which may hurt their performance at the workplace. But in addition to that, there are certain types of EAP counselling sessions that are held to solve other issues faced in the personal life such as financial, legal, marital, and relationship, .etc which can help employees to live their personal lives free from worries.

Following are the ways in which employee assistance programs can help employees solve such personal issues

Health and caregiving issues:

The EAP can extend to employees who are caregivers or taking care of family members, in addition to taking care of their own well-being through exercise regimens, dietary assistance, and controlling conditions like diabetes and heart disease. This includes assisting an employee in locating childcare services, nursing homes, in-home child care, or eldercare.

Family services:

Employees who use the EAP program that incorporates family services can receive marriage therapy, family planning, child safety measures, and legal advice concerning emotional or physical abuse.

Counseling:

In addition to marriage therapy, the EAPs may provide employees with private help for personal or work-related issues through long and short-term counseling services.

Financial services:

An EAP can help employees who require budgeting counseling, debt payback, building an emergency fund, or a strategy to promote good spending habits.

Substance abuse support:

If an employee struggles with addiction, drug dependency, or gambling, they can seek support through an employee assistance program.

What Are The Examples of the Employee Assistance Program?

The EAPs are frequently used as part of an employee wellness initiative. Employee wellness is a relatively recent human resource management emphasis that attempts to eradicate some debilitating health conditions that can be caused by bad lifestyle choices (e.g., cancer, heart disease, respiratory disorders, hypertension) (e.g., smoking, poor nutrition, lack of exercise, obesity, stress). According to some experts, stress is the fastest-growing occupational ailment in the United States. Excessive stress may be harmful to one’s health, causing ulcers, colitis, hypertension, migraines, lower back pain, and heart disorders.

Employees who are stressed may perform badly, abandon their employment, have low morale, cause problems among employees, miss work, or show indifference to coworkers and customers. These stress-related effects cost American firms between $150 and $300 billion every year.

Cancer, heart disease, and respiratory ailments alone account for 55.5 percent of all hospital claims, and they can generate workplace concerns such as absenteeism, attrition, lost productivity, and higher medical expenditures. People with high blood pressure, for example, are 68 percent more likely than others to have medical claims totaling more than $5,000 per year, and the cost of medical claims for smokers is 18 percent more than for nonsmokers.

Employee wellness programs address these issues by providing physical activity facilities, on-site health examinations, and programs to help employees stop smoking, manage stress, and improve their eating habits. Apple Computer’s employee wellness program includes workout facilities, health education, and preventative medicine.

• A quit smoking program

• Nutrition and weight management seminars

• Blood pressure and resting pulse measurements are used in health evaluations.

• Cardiopulmonary fitness, strength, flexibility, body composition, and nutritional health are all assessed in fitness examinations.

• Physical examinations and exercise strength tests are used in medical examinations to measure cardiovascular fitness.

How to become an employee assistance program provider?

So, after you’ve done your homework and considered all of your options, you’ve determined that being an EAP provider is the best fit for you and your practice. How does one go about becoming paneled?

Each EAP will have its unique approach, but in general, it’s comparable to getting on insurance companies’ panels. Some panels may demand specialized education and license (for example, a master’s degree in a related discipline and a specific professional license), or expertise working with a specific demographic or topic (like experience working with substance use). Some jurisdictions additionally need professional liability insurance.

If you apply for and are accepted into an EAP, you will be deemed “active” as long as you have had an appointment within the past 12 months.

There are several factors to consider while determining whether or not to become an EAP provider. If you’re trying to interact with clients and expand a client base, it can be a terrific approach to accomplish it while simultaneously offering assistance to those in need.

Conclusion

Employee assistance programs may offer team members the assistance they require to get back on track. After all, life happens outside of the office, and your company may be the helping hand an employee requires during a time of bereavement, uncertainty, bad health, or a concerned family member. An EAP is a way to show your employees that you care about them and value all they do for your company.