Don’t Forget to R-EAP the Benefits of Employer-Sponsored Plans


While salary, vacation time, insurance payments and creature comforts are the highly-touted employer benefits offered to employees, there’s an extremely valuable resource that doesn’t always get the attention it deserves: the Employee Assistance Plan (EAP).

Though benefits change from plan to plan, an EAP often covers services such as free counseling or therapy sessions, phone or internet-based counseling options, assistance with elder care/child care, financial assistance, stress management, help with legal concerns, addiction and recovery assistance, concierge or convenience services and more.

While not all companies offer the plans, over three-quarters of employers named to the 2017 Best Places to Work in Indiana list reported offering an EAP to their employees. And as the top-rated workplaces in the state based on their own employee surveys, they must all be on to something.

I sat down with the Indiana Chamber’s director of human resources, Michelle Kavanaugh, SPHR, to discuss why EAPs are sometimes underutilized and what human resources professionals can do to help boost involvement. She points to the EAP often getting lost in the open enrollment or new hire process.

“The benefits process and open enrollment can be overwhelming to people; they’re just trying to figure out the medical side of insurance and a lot of times the extras get missed,” she offers. “The EAP benefits that people hear about, you just sort of put them away and don’t think you’ll ever need to use it.”

Another issue is the stigma that surrounds mental health.

“There is also a misconception about reaching out for help with mental health issues that prevents people from utilizing it too,” she adds.

Her recommendations for getting the word out include utilizing existing communications methods – highlighting various pieces of the EAP in a company newsletter, for example. And using personal testimonials from employees who have benefitted from the resources can make a big impact.

My personal testimonial is this: I was never aware of the benefits of an EAP myself (I have no idea if any of my previous employers even offered such a service) until the time came that I needed additional help outside of the office, particularly after my first daughter was born and I struggled with post-partum anxiety. My first piece of advice to any friend or family member dealing with myriad issues is, “Does your employer offer an EAP? Go talk to your human resources representative and find out.”

Employers benefit from offering the programs as well. While I don’t have return on investment numbers to share, it’s well documented that emotional and mental well-being are critical to employee performance and productivity. If employees are able to manage their stress – financial, emotional, family and otherwise – outside of the workplace, they’re less likely to have those issues impact their performance on the job.

Help your bottom line by ensuring your employees know they have valuable resources available to them. Or, if you don’t have an EAP, talk to your benefits provider about how to get started. And don’t forget to spread the word to your employees – it only works if they use it!

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