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About 21st Century EAP

WHY EMPLOYEE ASSISTANCE PROGRAMS ARE NEEDED MORE THAN EVER

EAPs help Employees:

More than 80% of Americans say their lives are more stressful today than 5 years ago with work as the primary cause.

According to the International Commission on Occupational Health, researchers are finding evidence that links psychological stress to workers’ heart problems.

A National Mental Health Association and the National Women’s Health Association study found:

  • Depression effects more than 1 in 5 women
  • Depressed women report that the illness manifests itself at work in the form of crying, avoiding  contact with coworkers, hiding in an office or bathroom and leaving work early

According to the National institute of Mental Health:

  • About 17% of all workers abuse alcohol or other drugs
  • Substance abuse is related to over 40% of all workers compensation claims

Anxiety frequently occurs with depression or substance abuse and leads to absenteeism and low productivity

According to the U.S. Centers for Disease Control and Prevention, 75% of employee’s healthcare costs and productivity losses are related to employee lifestyle choices

 

EAPs Also Help Managers:

There is an increased awareness of the risk of workplace violence.

The vast majority of families with children include parents who both work; many women who work have children under age 6.

Each manager spends about 25% of their time handling performance issues, co-worker conflicts, and other workplace disruptions associated with personal or interpersonal issues.

22% of workers unscheduled absences are due to family problems.

There are now 4 generations in the workforce where there are major differences in the individual’s definition of meaning of work and how work is perceived.

 

The $ Value of EAPS:

In a 4 year study of those employees who used the EAP versus those who did not, McDonald Douglas found:

  • Employee turnover was significantly lower for those who used the EAP
  • Fewer healthcare claims were filed by those using the EAP
  • There was a 44% reduction in missed work days

A Department of Labor study found that for every dollar an employer invests in an EAP, there will be over $5 realized in savings.

Another study found an average $3 return for every $1 invested in the EAP.  However, in this study when employees were recommended to the EA P by their supervisor for job performance problems, then the return on investment changed to $13.00 for every dollar invested.

 

Conclusion:

EAPs are of great value when the company that purchases the benefit makes sure employees know about it and know how to access assistance.

EAPs can be useful in helping a company change or improve work behaviors.

The integration of core EAP services and wellness services in a comprehensive EAP benefit can positively impact a company’s level of medical, mental health, disability and workman’s compensation claims.

 

CALL 1-800-825-5327, EXTENSION 612 FOR A NO OBLIGATION DISCUSSION OF YOUR ORGANIZATIONS NEEDS AND HOW WE MAY HELP