Why EAP?

An Employee Assistance Program (EAP) is a confidential service providing professional assistance to employees and their families. An EAP helps individuals manage personal problems that may affect job performance, while helping employers address employee emotional issues before they manifest into disruptions in the workplace. EAPs deal with a spectrum of emotional issues that affect employees, from relationships to stress and anxiety through clinical and non-clinical services.

EAPs have been around since the late 1940s due to the pioneering efforts of organizations such as DuPont, Hughs Aircraft, and Ford. The first EAPs were actually administered by recovering individuals and were offered primarily to union populations, focusing on addiction and its impact on the workplace. EAPs grew quickly, and their scope was broadened in the early 1980s to include help for relationship and emotional issues. By the end of the decade, organizations began to realize the value of using an EAP as a front-end to behavioral health benefits, which were climbing to comprise 10 to 20 percent of healthcare costs. As health costs were brought under control, employers took advantage of EAPs to help employees manage and balance their work-life issues. As a result of these changes, employees are now able to stay more productive on the job and employers are able to better control health costs.

EAPs also serve as a critical management tool for employers, providing assistance in areas such as workplace trauma and management consultation. Studies suggest that early interventions after traumatic situations, like those offered under EAP Critical Incident Response benefits, can help reduce the long-term effects of distress and mitigate absenteeism and presenteeism, legal battles, and healthcare expenses. An effective, immediate response also goes a long way toward restoring trust and normalcy, which can also be damaged during a crisis. Research has also shown that effective management is a critical factor—even more important than risk insurance—when it comes to long-term economic recovery from a crisis.

Additionally, employers may benefit from a reduction in mental health and medical costs. Many personal concerns can be resolved within the EAP, therefore reducing the number of employees who access their behavioral health benefits. An EAP encourages self-referral at an early stage of problem development when fewer and less costly resources are needed to resolve a concern. Studies show over half of all behavioral health problems affecting the workplace can be resolved through short-term counseling services provided by an EAP.

Today, EAPs primarily assist in the prevention and resolution of personal concerns that impact productivity. Proactive programs work collaboratively with employers to help maintain high morale in the workplace and assist in the promotion of employee wellness. EAPs contribute to increased productivity, reduced sick leave, and reduced employee turnover