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employer and employeeWorsening health status and stagnating productivity are major concerns of employers nationwide.

Some employers are experiencing alarming increases in absence rates due to the growing number of claims for short- and long-term disability and Family Medical Leave.

Stress is a major concern for employers and managers, and mental health and substance-use conditions continue to be a leading cause of illness and lost productivity for most employers.

Factors that can affect business performance include:

  • mental health conditions
  • sleep problems
  • family problems
  • financial problems
  • anger
  • grief
  • stress

These factors reduce productivity and increase both planned and unplanned absences. Many of these factors are either preventable or modifiable.

Generally speaking, Employee Assistance Programs provide value in three ways:

1. EAPs leverage the value of the organization’s investment in its workforce by:

  • Encouraging employee engagement.
  • Improving abilities of employees and dependents to successfully respond to life’s challenges.
  • Offering employees short-term problem-resolution services or referring employees and dependents to mental health treatment services when indicated.
  • Developing employee and manager competencies in managing workplace stress and improving work team performance.

2. EAPs address the costs of doing business by:

  • Reducing workplace absenteeism and unplanned absences.
  • Decreasing workplace accidents.
  • Lowering employee turnover and related replacement costs.
  • Facilitating safe, timely and effective return-to-work for employees after short-term and extended absences.
  • Reducing healthcare costs.
  • Improving the value of organizational investments in wellness and health promotion, self-care management, continuity of care and work-related efforts.
  • Increasing efficient use of health care through early identification, care management and recovery efforts.

3. EAPs mitigate business risks by:

  • Reducing the likelihood of workplace violence or other safety risks.
  • Managing the effect of such disruptive incidents as workplace violence, injury or other crises and facilitating a swift return-to-work after adverse workplace events.
  • Supporting disaster and emergency preparedness and minimizing disruption after such events. o Smoothing the adjustment to mergers, acquisitions, site closures or other workforce change events.
  • Reducing the likelihood of legal action or liability (e.g., maintaining business practices that promote a violence-free workplace).
  • Promoting and supporting drug- and alcohol-free workplace policies and programs.

An EAP that is aligned with organizational values and vision will measurably enhance business operations, the overall employee experience, and the community perceptions of the company. A well-run EAP will provide a positive return on investment. —EAP Workgroup (2007)

Family Services of Southeast Texas provides a local solution for your Employee Assistance Program. Learn why our local program beats having a big national program.

Statistics associated with having an EAP:

  • 33%-60% reduction in absenteeism rates
  • 33%-60% reduction in use of sick benefits
  • 50%-66% reduction in worksite accidents
  • 30%-39% reduction in worker compensation claims
  • AT&T estimated $22 million saved over a ten year period due to its EAP
  • For every $1 a company spends on an EAP, between $3-$5 is saved

EAP For is for Small Businesses too!

A contract with Family Services of Southeast Texas involves a set fee per employee, per contract year.  Because the contract is based on the number of employees, even small businesses can benefit.

Call Family Services at (409)833-2668 to learn more about our Employee Assistance Program.

An Employer’s Guide to Assistance Programs: Recommendations for Strategically Defining, Integrating, and Measuring Employee Assistance Programs. – Center for Prevention and Health Services
Employee Assistance Professional Association
The Non-Profit Times
The Bureau of Labor Statistics
U.S. Department of Labor