The Benefit of Offering and Promoting Employee Assistance Programs in the Workplace

A recent article by Matt Krumrie, a Monster.com contributing writer, entitled, “Utilize employee assistance programs,” noted some key reasons why more companies should offer and promote the availability of employee assistance programs. Having top talent doesn’t always mean that life is perfect for those employees. 

Often, they may be struggling with other problems outside of work that they are afraid to share with their employers out of fear that they might lose their jobs like stress, domestic problems, mental health issues or even substance abuse.

However, an employer that recognizes their employees as integral assets to the organization can help all their workers deal with problems that are silently impacting them or that may even, if left untreated, start to interfere with their productivity. Such private concerns can be addressed through “employee assistance programs designed to help employees identify and resolve personal concerns.”

The Value of EAPs

According to the article, here is what employee assistance programs (also known as EAPs) can do:

• Help individual workers and their family members confidentially access professional counselors for a variety of issues related to challenges that impact their personal and professional lives. Think of it as a “safe haven.”
• Assist workers to remain productive by offering practical ways to handle stress and other problems that could adversely affect their on-the-job performance.

While the benefits of encouraging employees to use this program can be clearly seen in terms of productivity gains, there are other reasons why more employers should ensure their staff know that these programs are available. Here’s why:

“According to the Department of Labor study "What Works: Workplaces without Drugs," for every dollar invested in an EAP, employers generally save anywhere from $5 to $16.”

This was reinforced by data from Interface EAP:

• 66% decline in absenteeism after alcohol abusers were identified and treated;
• 75% reduction in inpatient alcohol and other drug abuse treatment costs;
• 33% decline in use of sickness benefits;
• 65% decrease in work-related accidents;
• 30% drop in workers' compensation claims.

This illustrates what can be a significant cost savings and return on investment if a company decides to offer an employee assistance program.

Further Reasons EAPs are a “Safe Haven”

Employees can feel assured that their involvement can and will remain confidential. In fact, there are state and federal laws in place to protect workers if they need to ask for help and utilize an EAP. This means it is then up to the organization to ensure that they take the time to educate employees on the reasons to use a program but then put all measures in place to ensure that every member of the team has their privacy guaranteed if they do chose to use such a program.

Ideas on Promoting EAPs in the Workplace

Communication is the key to sharing this type of program with your staff. Here are some ways to introduce the topic and make your talent feel comfortable:

• Introduce it as part of a New Year’s message where you encourage your staff to make and keep resolutions for the New Year.
• Incorporate it in messages about company culture and the emphasis on health and well-being, including having happy, balanced lives as part of the main goal in the company.
• Provide literature on the employee assistance program to all employees through Human Resources.
• Emphasize that the company wants to help, not punish anyone that may need help or has a problem they are afraid to share; then, offer the framework for how any confidential issues will be addressed to reassure your staff.

Here to Help

Those of us at Linton & Associates are here to help you include and leverage an employee assistance program to ensure that all your talent is healthy and happy. Please submit any questions below on how this type of program can benefit you and your staff.