An Employee Assistant Program (EAP) is a growing tool companies use to support the removal of various workplace problems by examining, assessing, intervening, referring and/or managing the employee’s mental health or substance abuse problem. The American Journal of Public Health reports that in 1985 only 31% of employers offered an EAP, while the Society for Human Resource Management documents that the number of employers offering an EAP rose to 75% by 2008. According to the Employee Assistance Trade Association (EASNA), the size of the company is directly related to the chance of a company offering an EAP. Research shows that 52% of companies that employ less than 100 employees the United States offer some sort of EAP while 89% of companies with over 500 employees offer an EAP As part of their benefit package.
The first EAPs began in the 1940’s as informal peer support programs for employees with alcohol problems. Due to World War II, the workforce demanded skilled and stable employees. The effects of the war were felt in the workforce and employers were forced to recruit employees in locations with high rates of alcoholism. This increased the amount of alcohol related workplace issues. Employers began to realize that rehabilitating these employees was more cost effective than replacing them; Therefore, Occupational Alcoholism Programs (OAP) were born. In the 1950s companies including Standard Oil and Consolidated Edison expanded these services to include counseling for mental health problems, and the resulting employee benefit became known as an employee assistance program.
Despite the growing rate of EAPs, companies are not required to offer an EAP to employees. For a company in MS to be a Drug-Free Workplace the employer must either directly contract with an EAP or maintain a list of available EAPs that an employee may contact. If an employer decides to offer an EAP they may do so by means of an on-site provider (internal) or an offsite provider (external). The EAP is completely confidential and services are provided by professionals who are prohibited from disclosing any information about the services you use.
An EAP is a essential component of a successful Drug-free workplace program. The EAP will provide consultation with regard to managing workplace alcohol and drug issues and can offer coaching on how to best approach an employee to make a referral. The EAP thus facilitates an atmosphere in which supervisors can focus on work performance rather than employee’s personal issues. Costs for an employer to provide an EAP varies due to utilization rate, program model and employer size. Over the past decade employer cost associated with EAPs averages $12 – $40 annually per employee. Several studies have been conducted to determine the return on invest of an EAP. All of the studies have supported the general conclusion that an EAP will save an employer between $3 – $10 for every $1 invested on an employee. According to the National Business Group on Health, studies have shown an average of 17 hours of loss work were saved in 60% of cases.
Contact us to learn more about a Drug-Free Workplace Program, Employee Assistance Program or Drug Testing.