How An EAP Can Help
Over 5000 organizations in the United States have established Employee Assistance Programs (EAPs) to help the 15 to 20 percent of their employees who experience one or more of the following problems each year:
- Alcohol and drug use
- Family and marital conflicts
- Legal issues
- Mental health/psychiatric disorders (depression, anxiety, etc.)
- Job related stress
Human Resources research has established that employees experiencing mental health or substance abuse-related problems incur deficiencies in attendance, workplace accidents, conduct, and work quality and quantity. Deficiencies in these areas adversely affect an organization's capacity to achieve targeted levels of profitability, customer service, community responsiveness, and employee morale.
EAPs are structured to provide an accessible, comprehensive, and cost-effective approach to the management of mental health and substance abuse-related employee problems. Distressed and impaired employees either seek or are referred to the EAP. Interventions range from education to the provision of brief treatment with referral and case management of employees. The EAP serves to enhance existing mental health benefits by rapidly resolving manageable problems and efficiently interacting with the managed care plan to facilitate more intensive treatment when clinically required.
EAPs reduce healthcare and disability claims, increase productivity and improve attendance through the provision of the following core services:
- Employee wellness and behavioral health awareness education
- Information and referral services (mental health, childcare, elder care, etc.)
- Crisis intervention, assessment and brief treatment
- Case management and benefits advocacy
- Supervisory consultation
- Management training (conflict resolution, problem identification, etc.)