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The impact of organisational culture on those working in health and social care
Published in Janet Thomas, Understanding and Supporting Professional Carers, 2021
It can be difficult to know who is responsible in situations like this. The most vulnerable person in the chain may take on the stress for the whole system. With the support of an Employee Assistance Programme (EAP) counsellor this employee was able to put his role into perspective and to feel more able to speak out in future if he felt that what he was being asked to do was unfair.
Tough Conversations, Well-being, Engagement
Published in William Steele, Reducing Compassion Fatigue, Secondary Traumatic Stress and Burnout, 2019
I left the non-profit world in 2014 after 45 years of working in organizations assisting trauma victims. I was never asked to complete a Health Risk Assessment or any other assessment that involved the five areas of life that Prudential evaluated. If we needed help, we were directed to the organization’s Employee Assistance Program (EAP), which was our responsibility to follow up with. Other than health insurance, some educational reimbursement and 401Ks, that many could not contribute to because their salaries went to mortgages and basic care for families, well-being on site programs for staff were all but non-existent. I want you to compare what your organization provides with what Prudential offers. This is important because it presents a growth mindset for what I consider to be a responsibility of TSOs that again goes beyond a focus on STS. We’ll also see in a bit that it is also smart and rewarding for all involved.
International Health & Lifestyle
Published in James M. Rippe, Lifestyle Medicine, 2019
For several decades in the United States, employers have recognized the importance of mental health to the health and productivity of their workforce. As a result, they have provided mental health services through what are commonly termed Employee Assistance Programs, or EAPs, at no cost. EAP services are offered either telephonically, via face-to-face counseling or at a growing number of companies by EAP counselors at the workplace. The EAP addresses a wide range of mental health and substance abuse disorders including stress, depression, anxiety/panic disorders and family/relationship issues, among others. Counselors evaluate the employee’s needs, and many provide short-term counseling and can refer the employee for more comprehensive treatment when needed.
Examining changes in presenteeism and clinical symptoms in a workforce mental health benefits program
Published in Journal of Workplace Behavioral Health, 2022
Joseph R. Grasso, Shih Yin Chen, Renee Schneider
Employers often deploy employee assistance programs (EAPs) to alleviate mental health distress and, in turn, improve job functioning and productivity across the workforce (Attridge, 2009). Available to more than half of all US employees (Bureau of Labor Statistics, 2016), the EAP typically provides brief psychosocial assessment, counseling, and care referral within an average of three sessions, at no cost to the employee (Attridge, Cahill, Granberry, & Herlihy, 2013). Although there is some overlap in interventions provided (Sharar, 2008), most EAPs differ from traditional outpatient psychotherapy services by limiting the number of available sessions to five or fewer and referring clients with problems requiring continued care to their health benefits plan or other resources (Roche et al., 2018). EAPs also differ in that their scope of services also include support for sub-clinical mental health and relationship problems, as well as workplace supports including management consultation, crisis response, and other services that address legal, financial, and family-related needs (Masi, 2020).
EAP 2.0: reimagining the role of the employee assistance program in the new workplace
Published in International Review of Psychiatry, 2021
Alan M. Langlieb, Marin E. Langlieb, Willa Xiong
Historically, businesses have turned to human resources and employee assistance programs (EAPs) to provide mental health education, wellness programs and early detection initiatives for mental illness in the workplace setting. Although it is well documented that such broad-based initiatives – education, wellness programs and early detection – may hold the best chance of reducing the burden of mental illness (Druss et al., 2001; Institute of Medicine, 1994; Kessler et al., 1999; Schoenbaum et al., 2001), the actual effectiveness of the EAP is poorly understood. This may be due to a number of factors, including that the delivery of EAP services is inconsistent and varies based on the size and available resources of the parent organisation (i.e. small vs. large business), the quality of community resources, and the availability of quality referrals. In addition, some organisations only base the effectiveness of EAPs on utilisation rates or whether there is a return on investment.
Cost-benefit analysis of an employee assistance program for a geographically dispersed workforce in South Australia
Published in Journal of Workplace Behavioral Health, 2020
Tony D. Elson, Susan R. Heinrich, Jane F. Richards, Rama Y. Wirawan, Donald S. Shepard
An Employee Assistance Program (EAP) is an employer-funded counseling service offered to employees to address both work and personal issues. This study examines the EAP service provided to one of the largest South Australian (SA) government departments, the Department for Education. While EAPs are widespread, research into their effectiveness or cost-effectiveness is limited. A recent systematic review by Beulah, Walker, and Fuller-Tyzkiewicz (2018) concluded that EAPs improved presenteeism; however, absenteeism results were mixed, with one study (Spetch, Howland, & Lowman, 2011) finding an increase (adverse effect) in absenteeism. The reliability of most of these studies was uncertain, however, as they lacked well-matched control groups. More recently, two studies around a single EAP cohort in the Colorado, USA public sector used a prospective, quasi-experimental methodology where EAP participants were matched with control employees on important baseline characteristics such as presenteeism, absenteeism, workplace distress, depression, and anxiety (Nunes, Richmond, Pampel, & Wood, 2017). These studies provided the first controlled analyses where EAP participants demonstrated statistically significant improvements compared to matched non-participants in absenteeism (Nunes et al., 2017) and presenteeism (Richmond, Pampel, Wood, & Nunes, 2017).