Supporting employee mental health: the value of EAPs in the modern workplace
It’s not always obvious when someone is struggling with mental health issues. Preconceived notions about mental illness and the stigma associated with seeking professional help make it hard to address. But prioritizing your employees’ mental health is important, particularly in light of the monumental stresses caused by the social and global challenges of the past four years.
- The World Health Organization (WHO) estimates that there are currently more than 260 million peoplearound the globe suffering from depression.
- The National Institute of Mental Health (NIMH) found that in the U.S. alone, almost 7% of adults had at least one major depressive episode in the last year.
- A recent study by Mental Health America (“The State of Mental Health in America”) showed that approximately 8% of adults had a substance use disorder in the past year. This number includes almost 3% of adults claiming illicit drug use and 6% reporting alcohol abuse.
Why should these statistics concern you? The WHO study estimates that depression and anxiety disorders cost the global economy $1 trillion each year in lost productivity. In the U.S., approximately one in 25 adults experiences a serious mental illness that substantially interferes with or limits one or more major life activities in any given year, according to the NIMH.
The good news is that you may be able to combat these numbers and improve your employees’ mental health and productivity. The WHO says that for every dollar put into treatment for a common mental health disorder, there is a positive return of $4.
How employee assistance programs (EAPs) can help
Many employers choose to support their employees’ mental health through EAPs. They connect employees with professionals who can help them manage the pressures of personal, family and work issues at low costs. They are always confidential and can be made available to dependents.
When an employee accesses the EAP, it is often via phone or mobile application. They may receive immediate counseling from a 24-hour hotline or schedule to meet with a mental health professional in person. For example, an employee struggling with alcohol abuse may be referred to a drug and alcohol counselor, while an employee looking for ways to cope with a frustrating situation at work may be referred to self-help resources.
Some EAPs offer the first three to five visits at no cost. While EAPs usually don’t offer long-term counseling, they can connect employees with an appropriate provider. For example, an employee suffering the loss of a parent may receive three visits with a mental health professional at no cost. If the employee elects to continue seeing the provider, they will be responsible for the cost of the additional visits.
Who pays for the coverage?
Employers typically cover the cost of participation in an EAP. Most carriers charge a nominal monthly fee per employee. This fee should include access to online services, 24-hour hotlines staffed by mental health professionals, and a set number of in-person or phone visits with a mental health provider. Employees should be responsible only for the cost of additional office visits or services.
What services are covered?
Most EAPs help with work, family, relationship and substance use issues. Some may also help with financial planning, credit management and legal concerns. Common topics addressed by EAPs include:
- Mental health issues (depression, anxiety, bipolar disorder, etc.)
- Drug addiction
- Alcoholism
- Eating disorders
- Conflicts with coworkers
- Grief counseling
- Marriage and family counseling
- Financial planning and debt management
- Legal advice
Are these services confidential?
These services are always confidential. Employers do not receive any identifying information about any individual receiving treatment through the EAP. The data they receive includes the number of employees utilizing services, the types of services being sought and the duration of services.
How can you be sure your employees will take advantage of an EAP?
Keeping employees engaged with your EAP will ensure they take advantage of the services available.
- Provide employees with information about how to access the EAP. Include contact information in new employee packets, open enrollment materials, posters in break rooms, newsletters, etc.
- Hold informal meetings with representatives from the EAP. Encourage employees to attend informational sessions to learn more about the services offered, how providers are selected and what systems are in place to maintain confidentiality.
- Promote good mental health. Give employees information about healthy living, stress relief, financial security, etc.
- Keep the information about the EAP flowing all year long.
But remember not to focus just on utilization rates. You should also pay attention to outcomes:
- Are your employees missing fewer days of work?
- Have you seen a drop in on-the-job accidents?
- Are your disability claims lower?
For more information
Talk to our employee benefits team, they can help you select an EAP provider that will support you and your employees.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem.
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