It’s become quite common for companies to offer their employees a range of benefits, from subsidised gym membership to private health cover. These advantages are known to boost employee satisfaction, improve staff retention rates and attract the brightest candidates to new positions. However, some companies go a step further by offering their staff an Employee Assistance Programme.
The basic function of an Employee Assistance Programme, often shortened to EAP – is to help employees deal with their personal problems, which may or may not affect their work. EAPs may be open only to employees or their families as well. Usually, EAP counsellors provide confidential support for a range of issues, including financial worries, emotional stress, family or relationship problems, bereavement, domestic violence, alcoholism and substance abuse. They may also offer support on workplace issues, such as disputes with colleagues and career guidance, as well as legal problems.
Typically, Employee Assistance Programmes are available round-the-clock. In some cases, advisers may be employed directly by the company in question. But often – to save costs and avoid impartiality issues – they are provided by a third party. Like other employee benefits, EAPs can be crucial in improving staff happiness, particularly during times of stressful workload or if the company as a whole is undergoing a period of change. Businesses also have a duty of care to their employees, and having a dedicated EAP helps them fulfil this.
However, Employee Assistance Programmes aren’t just concerned with improving the wellbeing of staff. They’ve also been shown to have positive effects on business and productivity. Statistics suggest that three in ten people may suffer from mental health issues in the UK this year. An employee with mental ill-health may need extended periods off work and this is estimated to cost businesses up to £1035 per employee per year. So a committed Employee Assistance Programme can not only help employees seek vital help for issues related to mental ill-health, but also save their employers money too.
When choosing an EAP provider, companies should consider a variety of factors. The qualifications of EAP counsellors is one of the most important elements, as it’s crucial to ensure that your employees will be receiving advice from trained, ethical professionals. You should also think about how your employees will be able to access a counsellor – for instance, face-to-face during work hours and by phone 24 hours a day. And once you have an EAP in place, be sure to publicise it: after all, if your employees don’t know that this support service exists, they won’t be able to get the help they need.
The author of this article is a part of a digital marketing agency that works with brands like Bupa. The views and opinions expressed within this article belong to the writer and any reference or summary of Bupa Health Information Factsheets is that of the writers and does not represent Bupa or the information contained within the Bupa website. The contents of this article are of a general nature only and do not constitute specific advice. This article does not take into account your circumstances or needs and must not be relied upon in place of appropriate professional advice.
Bruce Giles writes for a digital marketing agency. This article has been commissioned by a client of said agency. This article is not designed to promote, but should be considered professional content.
