Facts about EAP
Employee Assistance Programs began in the 1940s with services focused on the role of use and abuse of alcohol on job performance. Tremendous growth in EAP services began in the early 1970s. EAPs started to help employers address a variety of employee problems and concerns, and to proactively address workplace problems that can lead to workplace violence, physical and mental health problems or morale problems among other workers. Today, EAPs focus on a variety of health and productivity services to improve organizational performance, as well as assist individual employees and their dependents. There are a lot of researches on EAPs (mainly in the UK and USA). Here is a short excerpt from some of the latest researches. We quoted them literally.
- 92% of the top 25 best companies to work for have EAP support.
- 71% of organisations surveyed now providing EAPs for their staff.
/UK EAPA market watch report 2013/
- Counselling or Employee Assistance Programmes (EAPs) have been the big growth story in core benefits offered to all employees.
- This year (2013), 71% of respondents provide an EAP as a core benefit for all staff.
/The Benefits Research 2013 UK, Employee Benefits magazine/
- In the recent survey of over 35,000 workers in 36 European countries by the European Agency for Safety and Health at Work, 77% of workers said they thought that job-related stress would increase over the next five years, with only 7% saying they thought it would decrease.
- The NICE Guidelines on Promoting Mental Wellbeing at Work has demonstrated that prevention and early identification of stress and mental wellbeing problems will save employers at least 30% of the costs or about ?8b per annum; and businesses with 1,000 employees could save roughly ?250,000 per annum.
/Eap Guidelines, UK Employee Assistance Professionals Association (EAPA), December 2012/
- We estimate that there are currently 140 million working days lost per year in GB due to sickness absence. This equates to 2.2% of all working time, or 4.9 days for each worker each year, and is broadly comparable to many other developed countries (the United States, France, Germany and the Netherlands have similar rates).
- We have found these services (EAPs) can be very effective in tackling absence by providing information, advice and counselling on a variety of issues causing absence and/or performance problems.
/Health at work - An Independent Review Of Sickness Absence, Dame Carol Black and David Frost CBE, November 2011/
- 54% would like their employer to offer a confidential counselling or psychotherapy service
- 95% of respondents agreed that 'it is a good idea to seek counselling or psychotherapy for a problem before it gets out of hand'
/Attitudes to Counselling & Psychotherapy: Key Findings, BACP (British Association for Counselling & Psychotherapy), 2010/
- About 1 in 7 people say that they find their work either very or extremely stressful (Psychosocial working conditions in Britain in 2007).
- HSE research in 2003 into offshore work found approximately 70% of common work-related stressors are also potential root causes of accidents when they were caused by human error.
/Managing the causes of work-related stress, Health and Safety, UK, 2007/
- About 1 in 4 adults in the U.S. and Canada has symptoms of a mental health disorder, a substance abuse disorder or both. Over 75% of the people with these behavioral health disorders are employed.
- The EAP can work with leadership, human resources, work/life and wellness programs to raise awareness of mental health issues and to help identify unhealthy workplace practices. The EAP can play role in motivating and supporting people in their personal wellness goals and in reducing stress which causes health problems. EAPs also support organizations to prepare for - and respond to - traumatic workplace incidents, such as violence, crimes, deaths, and disasters. Providing psychological first aid is a specialty of most EAPs.
- A study of over 60,000 cases found that employee absenteeism was reduced from an average of 2.37 days of unscheduled absences or tardy days in the prior 30-day period before using the EAP to only 0.91 days after completing use of the EAP.
- The real value of EAP is found in each person's story of why they used the service. Every client has a unique and stressful circumstance that causes him or her to reach out for assistance. Getting support from an EAP counselor usually brings relief and offers practical resources to resolve the problem. /THE VALUE OF EMPLOYEE ASSISTANCE PROGRAMS, Employee Assistance Society of North America (EASNA), 2009/