Employee Assistance Programs in the Workplace

An Employee Assistance Program, or EAP, allows organizations to offer help to employees with a work-based intervention program that helps workers to resolve a wide variety of personal problems, including problems with alcohol and drugs.   

The EAP assistance may be provided in a variety of ways that fits the needs of the employer. Some of the program types include: in-house programs, fee-per-person programs, pay-per-use programs, consortia programs, labor union-based assistance programs, or peer-assistance programs. While the cost of the EAP is generally covered by the employer, there are low-cost options available making this important component of a drug-free workplace program within reach even for companies with limited resources.

Return on Investment

Besides the opportunity to help valued employees, an EAP can be especially attractive for businesses because of the potential return on investment (ROI). Studies have shown that employees with substance use disorders (SUDs) have two times the health care costs as compared to employees who do not abuse drugs or alcohol.  When a supervisor identifies adverse work behavior issues with an employee, the EAP can become the referral resource to resolve the problem by assessing the nature of the concerns and providing services to address them. The studies revealed that employers can realize a return in their investment of between $3 and $10 for every $1 invested in the EAP through improved productivity, decreased absences, lower healthcare costs, reduced disability claims, reduced employee turnover, and fewer accidents.

Elements

The following are functions that are generally offered by EAPs:

• Dedicated telephone helpline                                                                         
• Online scheduling tools
• Assessment and referrals                 
• Short-term counseling
• Crisis management
• One-on-one support
• Confidentiality and privacy
• Online resources
• Manager and supervisor support
• Follow-up and evaluation                  
• Government compliance reporting
• Health coaching                                                  
• Analysis and reporting

Implementation

EAPs provide procedures and guidelines for implementing the various services and functions such as:

• Accessing EAP services
• Making referrals for assessment and/or treatment as appropriate
• Re-entry and reintegration into the workplace
• Protecting confidentiality
• Addressing compensation or employment status for an employee’s time off from work for assessment and/or treatment as applicable

Referrals

Referrals to an EAP can occur in a variety of ways:

• Self-referral: Employees or family members contact the EAP directly.
• Informal: A friend or colleague suggests the EAP to the employee and recommends its use.
• Formal: Based on observation, a supervisor, manager or human resources professional recommends the EAP to an employee. Such a referral may be mandatory due to positive drug or alcohol screen, poor performance, or disciplinary actions.

Problems and Solutions

One of the biggest problems to maintaining a successful EAP is that they are often under-utilized by employees due to lack of program awareness.  Some employees do not understand how the program works and fear negative impacts to their employment. There is also stigma associated with seeking counseling help, especially within some cultures. Additionally, supervisors do not effectively refer employees to the EAP.

The solution to these concerns can be addressed through education.  Supervisors must be able to effectively communicate the purpose and function of the EAP to their staff.  They must also be able to articulate topics such as the reasons to get help, information about the EAP, the benefits of getting help, the contact information, the requirements of confidentiality and privacy, and be able to express support from the organization.

With positive promotion and awareness, an EAP has the great potential to be an important resource for both employers and employees who are experiencing problems. It is truly a win-win program where everyone benefits.

There are many different programs around the globe that help employees maintain a healthy lifestyle and stay away from the use of drugs and alcohol. What programs are in your country?