The Value Proposition for EAP

The Value Proposition for EAP

Generally speaking, Employee Assistance Programs provide value in three ways.

1. EAPs leverage the value of the organization’s investment in its workforce by:

  • Encouraging employee engagement.
  • Improving abilities of employees and dependents to successfully respond to life’s challenges.
    Offering employees short-term problem-resolution services or referring employees and dependents
    to mental health treatment services when indicated.
  • Developing employee and manager competencies in managing workplace stress and improving work
    team performance.

2. EAPs address the costs of doing business by:

  • Reducing workplace absenteeism and unplanned absences.
  • Decreasing workplace accidents.
  • Lowering employee turnover and related replacement costs.
  • Facilitating safe, timely and effective return-to-work for employees after short-term and extended
  • Reducing healthcare costs.
  • Improving the value of organizational investments in wellness and health promotion, self-care
    management, continuity of care and work-related efforts.
  • Increasing efficient use of health care through early identification, care management and recovery

3. EAPs mitigate business risks by:

  • Reducing the likelihood of workplace violence or other safety risks.
  • Managing the effect of such disruptive incidents as workplace violence, injury or other crises and
    facilitating a swift return-to-work after adverse workplace events.
  • An Employer’s Guide to Employee Assistance Programs 9
  • Supporting disaster and emergency preparedness and minimizing disruption after such events.
  • Smoothing the adjustment to mergers, acquisitions, site closures or other workforce change events.
  • Reducing the likelihood of legal action or liability (e.g., maintaining business practices that promote
    a violence-free workplace).
  • Promoting and supporting drug- and alcohol-free workplace policies and programs.

Other ways EAPs also offer value to organizations by:

  • Assisting in emergency response.
  • Bolstering employee morale and thereby reducing turnover.
  • Improving relationships with customers and managers.
  • Addressing inappropriate or dangerous behaviors.
  • Training mangers to deal with complex emotional, cultural and diversity issues.
  • How a company uses an EAP reflects the diversity of its organization, employees, market and other
  • HR resources. Although detailed EAP performance statistics are limited, documented studies suggest
    employer-sponsored EAPs can reduce company disability, medical, pharmacy and worker’s compensation

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