Implementing EAP benefits should be considered for an employee benefits program for your staff or adding to an already-existing employee benefits program. Employee Assistance Programs help employees overcome personal issues — issues that carry over to work if not effectively addressed.
There was a time when EAPs dealt mostly with issues related to alcohol and substance abuse. These days, EAPs offer a wide range of confidential counseling services, everything from domestic violence and depression to wellness programs that deal with weight management.
The following are just some examples of the various types of counselors who offer services through EAPs:
Recent trends show that wellness programs are cost-effective benefits that can significantly improve an employee’s physical and psychological health, improve morale and productivity, and reduce the impact on the employer’s health insurance program. That’s especially important when you consider the billions of dollars spent every year on treating preventable conditions related to tobacco, diabetes and obesity. When employees are healthier, it also can reduce the costs associated with absenteeism and reduced productivity. As a standard, wellness programs include exercise and relaxation classes, weight management, stress management and sometimes, company-wide incentives.
In addition, EAPs can provide assistance in areas that other benefit plans may not cover, such as concerns with relationships and family issues, balancing work and legal or financial problems. Here is a list of some other services offered by EAPs:
Why Should Employers Consider Adding an EAP?
1. Employers can add an EAP to achieve multiple objectives, including the following:
Statistics show EAPs tend to improve employee morale and lead to a more energetic, positive and productive workplace, reduce employee turnover, and reduce overall healthcare costs. The bottom line is that healthy employees work better, and that’s a win-win for everyone.