The employees who enroll in the program, as well as the topics discussed, are confidential. Employees have the opportunity to work with licensed, professional counselors to talk about challenges that may affect their work performance. Issues EAP plans can assist your employees with include:. Adjusting to a proper work-life balance. Most EAP plans allow both employees and their family members to use the services offered. Below are the main benefits of implementing an employee assistance program in the workplace:.
If an employee feels uncomfortable regarding a workplace or personal issue, an active employee assistance program can help them feel safe as they discuss their issues. If an employee feels heard and understands their employer is actively working to help overcome challenges, their commitment to the company may increase.
This can lead to employees remaining engaged and motivated to stay at a company long term, initially reducing turnover rate. Providing this assistance to employees can be significantly less expensive than the cost to hire and onboard new employees.
If this happens, their mood may increase, along with their productivity. An employee who is feeling happier and less worrisome will feel more motivated to work, which can lead to better work performance. Department of Labor. Accessed Sept. Actively scan device characteristics for identification. Use precise geolocation data. Select personalised content. Create a personalised content profile.
Measure ad performance. Select basic ads. Create a personalised ads profile. Select personalised ads. Apply market research to generate audience insights. Measure content performance. Develop and improve products. List of Partners vendors. Employee Benefits Insurance Options. Part of. Fostering Workplace Culture. Conducting and Managing Meetings. Driving Employee Motivation. Team Building. EAPs can assist employers and their employees in times when societal stress and anxiety is impacting everything around them, much like COVID and how employees are dealing with the stressors of working from home, child care, or sickness.
Also, note that not in all cases is it the best decision to purchase directly from an EAP provider. Some employers wait to provide an EAP to their employees until a major event such as a workplace death, a business buy-out, or even a weather-related disaster such as a flood or tornado. Although we understand that an EAP may not be at the top of the list of business tasks, we highly encourage decision-makers to act on EAPs for the betterment of their team members.
It is often the common stressors of life that drive employees to EAP services, and not always a large event such as a natural disaster or workplace death. In fact, EASNA reports that one in four adults has an untreated mental disorder, while one in eight may have an addiction problem. These silent and often unnoticed issues can impact productivity, team unity, and overall well-being of the employee and those he or she works around.
Offering an EAP benefit proactively mitigates many of these issues from affecting employee productivity and can also reduce turnover, which costs businesses thousands of dollars every year. The biggest fear employees might have is a concern that somehow you will know what they talk to the counselor about, or that they will lose their job if you somehow find out they have a mental health or addiction problem.
Employees may have many questions once you launch your EAP. It may take several reassurances to convince them to trust the EAP program. Here are some common questions they may have and sample responses. No employee-specific information is shared with the employer at any time.
The law prohibits our third-party vendor from disclosing personal information of any kind relating to any service provided. Note that services received after the EAP referral may incur costs. They will not share names, only parts of the service utilized so the employer can gauge whether or not to pay more for advanced services in one area or another. At no time does the employer know who has utilized the EAP service, or home many times any one employee has done so.
Also note that if performance issues or discipline is part of the supervisory referral process, then your employer can require you to seek EAP services or services outside of your EAP in order to retain your position. Once again though, at no time will the employer know outcomes, discussions with providers, or type of treatment received.
Many EAPs have business cards that should be displayed throughout the workplace and available through HR. The smallest employers may have trouble convincing employees that the EAP is confidential. EAPs are best utilized when trust is high between leadership and the employees throughout the organization.
An EAP is a super benefit program that pays for itself by keeping employee wellness in check. Note that it is also one of the most underused benefits in organizations. Overall, EAPs can assist employees in just about every area of their lives and may save you money in reduced workers comp and in turnover. EAPs are a benefit many employees may appreciate, but may never think to ask for if you do not offer it first. When you offer your team an EAP benefit, make sure you take the time to explain its confidentiality and its benefits to your employees so they are encouraged to utilize all aspects of the program.
He actively maintains expertise within the worlds of human resources, organizational development, operations management, and corporate social responsibility CSR. Sign up to receive more well-researched small business articles and topics in your inbox, personalized for you. Fit Small Business content and reviews are editorially independent. There are several providers and plan types to choose from.
The most common types of EAPs are:. Costs vary based on factors such as employer size, employee demographics and the types of services provided. Keeping EAP services confidential will make employees feel more comfortable taking advantage of its benefits. Company-mandated referrals have slightly different rules as well. For example, if an employee is facing a personal issue that impacts their performance at work, you may encourage them to leverage EAP resources as a final attempt to retain the employee.
For example, if an employee fails a company drug test, an employer may require mandatory treatment for addiction. Offering an EAP can help attract and retain top talent. Employees want to feel supported by their employer, and often appreciate a comprehensive benefits package.
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