Raising Awareness and the Utilization of Employee Assistance Programs (EAPs)
Employee Assistance Programs (EAPs) are designed to help employees and their families with personal issues that may adversely affect their work performance and disrupt their lives. EAPs can provide a variety of counseling services and education services, such as:
- Short-term mental health counseling (most have 3 to 8 visits and address concerns)
- Substance abuse interventions
- Finding child and elder care
- Dealing with debt, gambling, or other financial problems
- Legal issues
- Marriage and family counseling
- Managing work/life balance
- Grief counseling
- Critical Incident Response Meetings to help employees deal with the passing of a fellow employee or violence in the workplace
- Coaching supervisors on how to best support employees going through issues
DID YOU KNOW? Three medical carriers that include EAPs are: Aetna, Anthem, and UnitedHealthcare. In addition, most ancillary carriers include a basic EAP for clients who purchase life or disability coverage.
Many employers and their employees are unaware of the value of these programs or have a stigmatized view towards them. Employers who encourage and promote EAPs can find their workforce more productive even in the midst of personal turmoil. Promotion of EAPs can take place during onboarding of new hires, at open enrollment, through communications such as emails or employee newsletters or flyers in the bathroom or breakroom, and meetings. Supervisors can also suggest EAPs for employees going through issues if they see job performance suffering or if they become aware of a situation.
EAPs can contribute greatly to increased employee engagement, retention, as well as overall health and well-being. If you’re interested in exploring your existing EAP or would like to look at some options, contact your ARC client advisor.