Employee assistance programs: Practical support for employees, real value for employers

If you ask your employees how they’re doing, they’re probably going to answer "fine”. But is that really the case? New research says stress, worry, sadness, and anger are daily companions, particularly for less engaged employees. Close to 50% of U.S. employees describe themselves as struggling in life. 

Why does it matter to you? Employees who feel good are also more likely to be engaged at work, and to miss less time, too—and that affects your business’s bottom line. There’s a tool that can help, particularly when employees encounter obstacles and unknowns: an employee assistance program, or EAP.

An employee assistance program is a collection of resources and tools offered as an employee benefit. EAPs are designed to help with a range of emotional and financial stressors. Employees can often access EAPs, generally at no or low cost, in person or via text, chat, video, app, or phone.

What’s included in an EAP is up to you and your provider. It generally provides services for everyday and not so everyday needs. “Employees may think an EAP is useful only to cope with tragedy,” says Kara Hoogensen, senior vice president of Benefits and Protection at Principal^®. “But they’re designed for much broader purposes.” 

Many EAPs offer flexible services and tools across two broad categories: help for life changes and challenges, and help with legal and financial questions. Options may include: 

• In-person or virtual counseling 
• Family or personal needs such as child and elder care, adoption, education, and pet care 
• Financial insights, often from a tax advisor or financial professional 
• Planning for college, a wedding, or retirement 
• Help for legal essentials such as will preparation or identity theft protection 
• Well-being coaching for stress management, coping, and mental health 
• Substance use and addiction treatment, through EAP services or referrals 
• Training on workplace management and leadership skills 
• Critical incident response sessions, particularly with traumatic events

You’re likely to get the best out of your team if they feel their best at work—if they’re not worried about a family member, struggling to figure out a budget, or searching for help they might need for a difficult situation. If someone isn’t feeling their best, physically or mentally, they can’t bring their best self to work. And nearly 20% of employees say their mental health is fair or poor, which may lead to absenteeism (which costs your business, too).

“We don’t magically leave our personal lives at the door when we enter our workplace or set them entirely aside when we log on to work from another location,” Hoogensen says. “Employers are well-served to think about their team members as whole humans—people who will take care of business if the business takes care of them.” 

Cost matters when choosing benefits, but many EAPs come bundled with other benefits, like group disability insurance, at little or no added cost to the employer. Employees usually don’t pay anything to use them. 

There’s another upside. When employees feel supported and engaged, organizations often see stronger performance and profitability.

A common roadblock to an employee getting help is simply figuring out where to start: who might be qualified, what tools they might need. And that impacts their work day as they try to find solutions. 

Take money worries: They’re not isolated to non-working hours. Nearly four out of 10 employees take time off because of financial issues. That affects both the culture of your workplace and the retention of your talent. 

EAPs become a support pillar employees can turn to. Once employees use the resources in an EAP the effects are tangible, including an increase in workplace satisfaction and a decrease in turnover. “It comes back to creating an environment where employees are positioned to deliver their best work,” Hoogensen says. “If employees feel supported while at and away from work, they have more headspace available to deliver great results.”

Lack of awareness often drives under-use of benefits, including EAPs. Interestingly, nearly all midsize to large companies offer EAPs, but only a fraction of employees—4%—use them. To help, you can include regular reminders in employee meetings and materials. And don’t just talk about them at benefit enrollment time; communicate throughout the year. 

“Be proactive about describing what an EAP is and what resources are available,” Hoogensen says. “And stress the confidentiality of EAPs. It's not just about a crisis, but about the normal work-life stressors we all face, too.”