4As: Offer Employee ASSISTANCE

EAP services are paid for in full by the employer but are provided confidentially; employers do not know which individual employees access EAP services, rather, they only receive data regarding the number who do. Some large organizations offer in-house EAP services, while others outsource them to specialized EAP providers. Regardless of approach, EAPs typically offer access to a 24-hour telephone hotline.

Research conducted over the years has affirmed EAPs’ effectiveness, for both employers and employees, on multiple levels. In addition to increased employee productivity, these benefits include reduced medical costs, turnover, and absences. They can also be a key tool for employee retention and helping employees stay at or return to work following an accident or illness, whether they have a mental health condition or not. The benefits of EAPs convey regardless of the size of an organization, yet small businesses are less likely to offer them than their larger counterparts.

Research (PDF) by the National Small Business Association indicates that 42% of small business owners report that when it comes to overall productivity and employee health, high stress levels are the greatest concern.

There are strategies small businesses can use to offer EAP services, for example banding together to negotiate for better prices. Business membership groups such as chambers of commerce or trade associations may be of assistance in this regard. In fact, providing employee assistance in the small business environment can be especially important, given that decreased productivity or absence of even one employee can have significant effects across an organization.

EAPs may not be an option for every organization, in which case many of the tips listed in the Build Awareness and a Supportive Culture section of this toolkit may help employers accomplish similar goals.