Today, nearly two-thirds (65 percent) of employers have an employee assistance program, or EAP. Generally consideredpart of an employee benefits program, your EAP might also be a hidden resource to help you control workers’ compensation costs. Consider the following facts:
- Workers under stress are more likely to become ill or injured. Counseling can help employees deal with stress.
- Drug and alcohol abuse contribute to many work-related accidents. By providing confidential access to drug and alcohol treatment programs, your EAP makes access to treatment programs easier.
- An EAP can provide referrals to licensed psychologists or psychiatrists who can examine workers’ comp claimants suspected of fraud or malingering.
- EAPs can offer behavioral health treatments to those undergoing treatment for workplace illness or injury, possibly helping speed the return-to-work process by alleviating depression and stress related to the physical condition.
An EAP offers employees confidential short-term counseling with a counselor specially trained to identify the underlying problem. When appropriate, the EAP counselor will make referrals to specialists or other providers. Some EAPs have their own network of specialists—such as addiction specialists, mental health specialists, family counseling specialists, legal advisors and more. Others work on a referral basis, referring employees to outside providers and programs when necessary. The employee has the responsibility of following through with any referral appointments and making financial arrangements for any services
that fall outside the scope of the benefit program.
EAPs can also help employers deal with personnel problems in a sensitive manner, without violating an employee’s right to privacy. For example, a supervisor who sees an employee’s work suffering due to a personal problem or possible drug or alcohol abuse can refer that employee to the EAP without having to inquire on the nature of the problem.
An EAP can help you get the most out of your benefit plan. A good EAP will promote its services with communications to your employees. When an employee turns to the EAP for assistance, the EAP counselor can help your employee identify resources covered by your benefit program. For example, an employee facing addiction might be referred to a program covered by your health benefits. An employee with mental health problems might be referred to a provider in your group health insurance plan’s network. EAPs may also inform employees of their rights under government-mandated benefit programs, such as workers’ compensation, the Family and Medical Leave Act, the Americans with Disabilities Act and federal and state mental health parity mandates.
The Northeast Georgia Employee Assistance Program, an EAP provider, says, “The median annual EAP cost per employee, which varied by region of the country, was $21.83 for internal programs and $18.09 for external programs in a select sample study.” An EAP may be structured with a flat per-employee fee, or on a pay-as-you-go basis.
As employees in downsized workforces deal with increased workloads and increased demands at home, you may find an EAP is a worthwhile investment. For more information on EAPs, please contact us.
The Problem with EAPs
EAPs can help employees deal with a plethora of stresses—from marital crises to eldercare issues and financial problems. Although a recent survey found nearly two-thirds of employers give employees access to an EAP, usage of EAP services remains fairly low—despite the fact that most EAPs provide at least an initial counseling appointment and referrals at no charge. If you have invested valuable benefits dollars into an EAP, here are some suggestions to help you get your money’s worth:
- Tell employees how to use their EAP. Most programs have a toll-free number employees can call to speak with a counselor who will evaluate their problem and refer them to the appropriate professional for help.
- Tell employees that using the EAP is free. Most programs provide referral services and at least the initial counseling appointment at no cost to the employee. If the employee needs additional services, such as
additional counseling or addiction treatment, a good EAP will work with the employee to use any benefits available under his/her insurance program.
- Stress that an EAP is confidential. Studies have found that some employees hesitate to use their employer’s EAP for fear that the employer will find out. Employers pay for the EAP on a per-employee basis, not on the number or type of services provided.