Employee Assistance Programs (EAPs) To address these issues, EAPs often offer services, such as employee education, individual evaluations, organizational evaluations, management consultations, referrals to treatment, and short-term counseling. Despite unprecedented unemployment and modest wage growth, two-thirds of full-time workers in the United States say they are exhausted, and those who aren't have difficulty in other ways. One in five is diagnosed with mental illness, while substance abuse problems at work remain a problem. Public laws 96-180 and 96-181 authorize your agency to extend counseling services, as far as possible, to family members of employees who have problems with alcohol and drugs, and to employees with family members who have substance use disorder.
Employee assistance programs are designed to help people understand or overcome their difficulties, regardless of whether the source is work or not. The focus of these programs expanded when organizations recognized that alcohol was not the only problem affecting employees at work. Unfortunately, most employees who participate in wellness programs have fewer risk factors to start with, while high-risk employees tend to stay away. As an employer, the two most important characteristics to consider in employee assistance programs are that they are confidential and short-term.
The Federal Department of Occupational Health (FOH) of the Department of Health and Human Services (HHS) provides professional consultation and technical assistance to agencies in the development and oversight of EAP programs and provides comprehensive EAP services to agencies through inter-agency agreements. All EAPs offer a predetermined number of counseling sessions, usually one to three, at no cost to the employee to fully evaluate the problem before recommending a resource, therapist, or service to the employee. Employee assistance programs (EAPs) are employer-sponsored benefit programs designed to improve productivity by helping employees identify and resolve personal concerns. An employee assistance program can be a cost-effective way to add value to your employee experience.
By helping employees address their issues and concerns, you can increase retention by earning the trust and loyalty of your employees. Just because you offer an employee assistance program doesn't mean your employees will use it when they should, let alone know it exists. Originally formed in the 1930s to treat occupational alcoholism, employee assistance programs have expanded over the years to help workers with a variety of problems. Federal professionals oversee and evaluate the delivery of program services and ensure the quality that the needs of employees and agencies are met.
An agency can have an excellent EAP program; however, the stigma associated with mental health support can discourage employees from seeking help. An employee assistance program treats workers as individuals and supports them and their families through difficult times.