Supporting Employee Wellbeing: The Role of Employee Assistance Programs
Employers often ask me, "What can we do to help our employees...
...prevent burnout
...manage stress
...prioritize wellness?”
My usual response is, “Have you considered implementing an Employee Assistance Program (EAP)?”
What is an EAP?
An EAP is a cost-effective, high-impact benefit that employers can offer to support mental health in the workplace.
These programs provide individual, confidential counseling and a variety of wellness services.
Typically, EAPs offer a set number of paid, confidential sessions per employee (and eligible family members) per issue/incident, per year.
They also often provide referral services, management consultation, critical incident debriefing, wellness workshops and resources, burnout prevention sessions, and discounts on legal and financial services. Each EAP has unique offerings, and there are many excellent options available on the market today.
Why are EAPs important?
An EAP is a critical component of employee wellbeing an benefits programs. Mental health and wellbeing are top priorities for HR and for employers who want to attract and retain the best employees, and support them in showing up and doing their best work.
The Human Resources Certification Institute (HRCI) interviewed me for an article on EAPs, "Launching and Managing an Employee Assistance Program." In it, the author writes:
"..Although employee assistance programs have been historically underused, the climate is right for adding and promoting these value-adding benefits. The conversation around mental health, especially within the context of the workplace, has progressed past much of the stigma employees often associate with it….Mental health and well-being remain at the forefront of HR’s concerns, and EAP services can contribute to positive change…
Common Myths and Truths About EAPs
With over 20 years of working with various EAP providers, here are common myths and truths I’ve found:
Myths
EAPs are expensive/cost-prohibitive: Many affordable EAP options are available, especially if your employer already offers life insurance, which may include an EAP buy-up option.
EAPs are for crisis, not prevention: A good EAP addresses both burnout and crisis prevention and management.
No one wants to use them: An effective EAP implementation strategy requires ongoing, consistent communication. The EAP should be highlighted during orientation, benefits enrollment, annual open enrollment, during trainings and group discussion, and individual discussions. The EAP information should be posted on the intranet, in flyers, and through email communications and other shared resources.
Truths
EAPs are affordable and a wise investment: A good EAP supports the overall health of your leaders, employees, and organization. EAP referrals can also help mitigate risks in challenging employee situations. Increasingly, employees seek mental health benefits, and an EAP is an excellent way to show you care about employee wellbeing.
EAPs offer both preventative support and crisis management: For example, Neely EAP, an EAP I’ve worked with and highly recommend, provides “Couch-Time Check-ins” to encourage proactive mental health care.
Telehealth increases EAP utilization: Many EAPs offer telehealth counseling sessions, newsletters, lunch ‘n’ learns, and orientation sessions to boost participation.
EAPs are 100% confidential: They use confidential numbers to categorize callers, and the information discussed is not shared with the employer.
EAPs help supervisors support employees: EAPs provide supervisors with a valuable resource to support their team members while maintaining professional boundaries. It’s essential for supervisors to be trained on how to discuss the EAP and offer voluntary referrals to employees.
EAPs are particularly helpful for employees facing personal challenges such as grief, divorce, or other significant life changes—situations that supervisors may not be equipped to handle, and which may not be appropriate to address directly due to the inherent power dynamics in a supervisor-employee relationship.
However, this doesn’t mean supervisors need to be distant or unempathetic. It’s entirely possible to be empathetic, affirming, and understanding while also respecting appropriate boundaries. These approaches are not mutually exclusive and can coexist to create a supportive work environment.
Do you want to elevate employee wellbeing?
If you truly want to elevate the wellbeing of your employees, empower your leaders, and enhance the overall health of your organization, implementing an EAP is essential.
Along with a comprehensive, consistent communication and access strategy, this essential benefit can drive meaningful change and make a profound impact.
Ways to Work with Skye
HR Strategy Session: Targeted HR support without a lengthy contract. Receive guidance and a clear plan of action to resolve your immediate HR or leadership challenges.
Monthly HR Consulting: On-demand monthly contracted HR services customized to meet your organization’s specific needs. People-centered and compliant HR consultation that supports your organization’s mission.
Leadership Training: Interactive in-person or online training tailored to your organization. Build leadership skills with relevant HR and leadership training.
Employee Handbooks: Handbooks tailored to your organization’s unique values and focused on reducing State and Federal compliance risk.
