How EAPs are used more frequently than Employers might think

I'm very pleased to feature the following guest blog from leading workplace wellbeing provider Health Assured

An Employee Assistance Programme (EAP) is a tool which provides professional employment advice and support. 

These tools offer guidance on work-related problems.  They cover  physical, mental, emotional, and social issues.  They act as a digitalised version of an HR team, where access to help is available 24-hours a day, 7 days a week.  

Confidentiality is probably the biggest selling point.  Sometimes, an employee may not feel confident enough to share their issue with their line-manager.  Instead of suffering in silence, they can seek relevant advice in an instant.  

The benefits of EAPs for your business 

Employee motivation, morale, and engagement are so important to a business.  The happier your employees are, the more beneficial it is for your company.  

Productivity, output, and revenue grow when your staff feel valued and respected.  And this only works when they’re comfortable with their work life. 

Of course, EAPs were not invented to completely replace the human-force behind HR teams.  However, we can consider them a solid ‘second-best’. Work-related issues which EAPs can be used for include: 

• Mental health disorders: Like stress, anxiety, and depression.
  
• Family life issues: Like childcare, home-life, and relationship problems. 
• Grief: Like therapy and counselling. 
• Crisis management: Like unexpected life changes, like losing your home or facing natural disasters. 
• Substance abuse: Like alcoholism and drug use. 
• Financial problems: Like debt, loans, and mortgages. 

How to implement Employee Assistance Programmes into your business  

Remember, your employees are the foundation of your business.  Without them, you’re one person with a good idea.  EAPs can, not only solve workplace issues but lead to reputational and prospective accomplishments. 

Here are ways to implement EAPs into your business: 

Outline your EAP budget 

Start by outlining how much you can afford to spend on an EAP.  There are three forms of EAPs to choose from: 

1. In-house EAP:  Qualified employees manage the program and implement benefits from the workplace.  For example, offering internal referrals for ‘work-shadowing’ placements. 
   
   
2. Outsource EAP:  Access to an external service who offers advise via phone or video calls.  For example, calling for free legal advice on a holiday leave issue. 
   
   
3. Blended EAP:  Mixture of the two previous programs, tailored to benefit your workforce.  For example, emailing for advice on workplace evacuations and being referred to the local fire safety department. 

Choose an EAP provider 

There is a handful of EAP providers to choose from–each offering countless services and schemes.  It’s advisable to research a few companies and see whose prices and programs are the most suitable. 

For example, Health Assured’s Employee Assistance Programme offers a range of counselling services for employees.  From wellbeing advice to critical incident management–they’ll assign a qualified counsellor with expertise in the field. 

Select your EAP services 

It’s counterproductive to try and implement as many EAP services as possible.  Your staff may be well-catered for, but you’ll probably be left with a whole in your pocket. 

Instead, select EAP services which will benefit your employees and your business.  If you run a business which deals with sick patients, offer mental health and wellbeing therapy.  Or if you hire zero-hours contract workers, provide employment rights advice services. 

Take time to think about which EAPs will benefit you all.  From this, you’re guaranteed business prosperity, productivity, and success.