The ineffectiveness of Employee Assistance Programs (EAPs) in business

Keywords: mental health, EAP, effectiveness, strategy, measurement, leadership

Date: 8 July 2024, Worklife Digital

A recent corporate health and wellbeing report* has revealed that the low utilisation of Employee Assistance Programs is costing businesses significantly. While 79% of employers provide an EAP, nearly 85% reported that the use of their EAP was just 3-5%. This stark statistic indicates that the majority of EAPs are a wasted investment - they are not meeting the needs of employees, which in turn means that businesses are not reaping the benefits of a healthier, more present workforce.

In any business initiative, the processes of measurement, benchmarking, and evaluation are crucial for ensuring both efficacy and impact. Yet, in the realm of organisational mental wellbeing, many companies overlook these standards, instead opting for random mental wellbeing apps and Employee Assistance Programs (EAPs) as solutions. This trend is proving to be costly and ineffective.

Misalignment with employee needs

With workplace absence reaching a 10-year high and the cost implications of sick days mounting, the potential for EAPs to help employees is substantial, provided that both employers and employees understand the program's purpose. However, most EAPs primarily focus on mental health conditions by offering signposting or talking therapies, which might not be sufficient for all employees. The survey highlights that many organisations provide EAPs that are not fit for their workforce, indicating a fundamental misalignment between the services offered and the actual needs of employees.

One-Size-Fits-All approach

The rise in sickness absence, particularly related to mental health, further underscores the inadequacy of existing EAPs. These programs often adopt a one-size-fits-all approach, failing to account for the diverse demographics within any business and the varying complexities of mental health conditions. Mental health issues are multifaceted and deeply personal, and a generic EAP cannot effectively address the specific needs of each employee. This mismatch not only renders many EAPs ineffective but also wastes resources that could be better allocated towards more tailored and impactful solutions.

Reactive nature of EAPs

While EAPs are a step in the right direction for supporting employee wellbeing, they are inherently reactive. They often come into play when issues have already escalated, addressing problems only after they have significantly impacted the employee's mental health and work performance. Reactive support is crucial, but it is equally essential to proactively build resilience and mental strength to prevent issues from reaching a crisis point. A proactive approach to mental health can help employees develop coping strategies and resilience, reducing the likelihood of severe issues emerging.

Need for proactive and tailored wellbeing strategies

To address these challenges, businesses need to invest in better measurement and benchmarking of wellbeing needs within their organisations. This involves a thorough understanding of the unique stressors and mental health issues that affect their employees. By developing a tailored wellbeing strategy, businesses can move away from the ineffective one-size-fits-all model and towards solutions that offer real support for employees. Such strategies should include a variety of tools and initiatives, ranging from personalised mental health resources to programs that cater to the diverse needs of the workforce.

Moreover, it is imperative to incorporate proactive measures that build mental resilience and strength. Initiatives such as regular mental health training, workshops on stress management, and creating a supportive workplace culture can help prevent mental health issues from escalating. Proactive support helps employees develop the skills and resilience needed to handle stress and challenges before they become overwhelming.

Effective support and return on investment

Investing in proactive and tailored wellbeing strategies not only supports employees more effectively but also delivers a better return on investment for businesses. When employees feel that their specific needs are understood and addressed, they are more likely to engage with the provided resources. This increased engagement can lead to better mental health outcomes, reduced absenteeism, and enhanced productivity. Additionally, a workforce that feels genuinely supported is likely to be more motivated and loyal, contributing to a positive company culture and improved overall performance.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital

REFERENCES

* https://hcml.co.uk/news/employee-assistance-programme-confusion-is-hurting-businesses-financially/