If your company has ten employees, chances are eight of them are feeling stressed, and six are dealing with issues like burnout, less productivity, and even wanting to quit. These findings from the American Psychological Association’s 2023 Work in America Survey highlight a big challenge facing small business leaders. However, there’s an effective solution regardless of your company’s size: Employee Assistance Programs (EAPs). These programs are a great way to tackle workplace stress and other concerns without necessarily incurring extra costs, especially by tapping into existing healthcare coverage.
EAPs have been around for nearly a century, initially aimed at helping with addiction issues in the workplace. Over time, they’ve expanded to support employees with PTSD, occupational stress, and depression, particularly after events like the 9/11 attacks and the COVID-19 pandemic. EAPs can address various concerns, from substance abuse and grief to domestic violence. They offer resources like stress management workshops, budgeting classes, and fitness programs. For more severe issues requiring professional help, such as mental health disorders or alcoholism, EAPs can guide employees to the right care providers. Often, employees’ families can also benefit from these services.
The main goal of EAPs is to boost employee health and wellness, which in turn can enhance the company’s overall well-being. Supporting employee health leads to benefits like 11% higher revenue per employee, fewer sick days, and reduced healthcare expenses. The average return on investment for employee wellness programs is six dollars for every dollar spent.
To make the most of EAPs, companies can use their current healthcare plans as a resource. For instance, a healthcare plan might have an integrated behavioral health network that connects employees to mental health professionals supporting EAP efforts. Mental health support is a crucial part of EAPs, helping employees with stress, anxiety, depression, grief, and relationship challenges. EAPs can guide employees to mental health resources available through their healthcare plans, reducing barriers to getting the help they need.
Additionally, many health plans offer mental health services and other wellness counseling through telehealth, often at no extra cost to employees. EAPs can use these services to provide professional help. After the COVID-19 pandemic, telehealth for mental health services surged, making it more accessible and private. EAPs can promote mental health care by offering educational programs that make seeking help feel normal and stigma-free.
Many health plans also offer financial wellness services through telehealth. These might include access to financial planners for practical advice and financial therapists to help with money-related stress and behavior. Financial stress often spills over into the workplace, affecting productivity. Studies show it contributes to high absenteeism and presenteeism, where employees are at work but distracted by money worries.
Health plans can back EAPs by providing a platform for supplemental health and wellness programs. For example, integrating nutrition and exercise initiatives can help employees see how lifestyle choices impact their health. Such programs promote employee engagement and understanding.
To ensure employees use these valuable resources, company leaders should increase awareness of EAPs. Spread the word through newsletters, emails, and posters. Share stories (with permission) from those who’ve benefited, and ask for feedback to improve the programs. Every step taken in connecting employees with EAPs ultimately benefits both their health and the company’s success.
