Employee Assistance Programs: Get the word out

Stress has been called the "health epidemic of the 21st century" by the World Health Organization.

But that was before a pandemic took over the entire planet.

Employee stress levels are likely higher these days, given the upheaval to routines and COVID-19 restrictions. This is true whether they are locked down and working from home or venturing out into the world, and their workplaces, on a daily basis. Employers want their employees to feel safe and secure —even in remote environments — as well as provide resources to deal with certain challenges. This is an ideal time to remind them about your organization’s Employee Assistance Program (EAP).

The services available through an EAP can give employees the tools they need to cope and take care of themselves and their families.

According to the International Employee Assistance Professional Association:

• Over 95 percent of companies with more than 5,000 employees have EAPs.

• 80 percent of companies with 1,001 to 5,000 employees have EAPs.

• 75 percent of companies with 251 to 1,000 employees have EAPs.

Research and credible articles advocate EAP use

The Harvard Gazette, in an article about rising mental health concerns, references recent comments by Karestan Koenen, professor of psychiatric epidemiology at the Harvard T.H. Chan School of Public Health. Koenen sees the pandemic increasing employee fears about illness, death, job loss and bankruptcy. This is in addition to the mental health implications of the physical isolation due to social distancing. She is most concerned about the “rising rates of the mental illnesses most closely linked to those types of personal catastrophes: depression and anxiety.”

A recent Kaiser Family Foundation survey found 19 percent of respondents said the pandemic has had a “major impact” on their mental health.

In addition, the U.S. Office of Personnel Management (OMP) states that EAPs have significant benefits for agencies, employees, families and communities by:

• Improving productivity and employee engagement

• Improving employees’ and dependents’ abilities to successfully respond to challenges

• Developing employee and manager competencies in managing stress

• Reducing workplace absenteeism and unplanned absences

• Supporting employees and mid-level managers during workforce change events

• Supporting disaster and emergency preparedness

• Reducing employee turnover and related replacement costs

Review your EAP program

Many EAP programs deal with issues insurance-covered healthcare providers do not, which can be an essential resource during these uncertain times. EAP programs offer short-term counseling and information related to:

• Mental well-being

• Depression

• Stress

• Marital and relationship issues

• Family issues

• Alcohol and substance abuse

• Financial and legal (creating a budget, how to avoid bankruptcy, creating a will)

• Grief

It’s all about promotion, promotion, promotion

Is your EAP visible to employees? When was the last time you promoted it? Was it during their orientation or, perhaps, open enrollment last year? Most organizations report that EAPs are under-used. Consider the components of your organization’s EAP and be specific about which issues and services your program addresses when communicating to employees.

With the current need, and the money your organization invests in an EAP, now is the opportune time to provide your employees a potential lifeline.

Some simple tactics include email campaigns with an EAP promotional flyer, maybe a push notification on your benefits app twice a month; or print off EAP flyers and posting them in visible places, such as restrooms, locker rooms, breakrooms, near time clocks and elevators.

Many EAP providers, benefit brokers and communications firms have videos and educational materials at the ready for client use.

Highlight features to address concerns and encourage use

Employees likely have questions and fears about using their EAP that they haven’t voiced. Remind them that:

• It’s confidential. No one at your company will know that you have asked about services or contacted anyone.

• No approvals or permission is needed — not even HR. You simply contact the EAP directly.

• It’s a FREE call. There is no charge to discuss your concerns. Should you want help beyond the initial free sessions, the EAP will offer referrals.

• Using the EAP is potentially cost-saving: there are no co-pays or deductibles unless you choose to follow through with a referral.

• Services are easy to access. Counseling can be done over the phone or via video conferencing, which is ideal for shelter-in-place situations.

• Virtual or telephonic counseling is convenient, safe, often more flexible in scheduling — and there’s no travel time!

• Visit their EAP website for more information, articles and tools.

In any employee communications, remember to include links and phone numbers for your EAP as well as employee benefits website, team or online benefit guide.

Don’t forget to measure

You can always measure the effectiveness of your communication by monitoring utilization of your EAP. Review your current utilization as a baseline and again after the campaign. Has there been a movement? Were emails being opened? Did you get an increase in questions regarding the program? All of these can be used to determine if your communication was effective and allow your employees to utilize company-provided resources.

Want to learn how to get more use out of your EAP or create a communication strategy around returning to work? Contact us.

Photo credits, in order of appearance: Nik Shuliahin, Charles Deluvio, Gift Habeshaw