Employee Assistance Programs

EMPLOYEE ASSISTANCE PROGRAMS

Employee assistance programs (EAPs) are one of the most effective ways to deal with alcohol and other drug problems in the workplace. They can enhance the work climate of an organization and promote the health and well-being of everyone involved.

EAPs are usually multifaceted programs designed to assist employees with personal problems that affect their job performance. Although some EAPs focus primarily on alcohol and other drug problems, most EAPs address a wide range of employee problems: stress, marital difficulties, financial trouble, and legal problems. Most EAPs offer a range of services: employee education (on-site and off-site), individual and organizational assessment, counseling, and referrals to treatment. EAPs can also train supervisors for your program. In general, the more comprehensive the services, the more the EAP provider will charge them.

COSTS OF EAPS

Annual EAP Costs per Number of Company Employees
Number of Employees	Cost Range	Cost Mean	Number of Employees	Cost Range	Cost Mean
More than 5,000	$14-25	$20.29	100-250	$24-60	$32.70
1,000-5,000	$17-39	$20.42	26-100	$29-75	$36.70
500-1,000	$21-36	$25.00	Fewer than 25	$30-100	$50.00
250-500	$23-45	$27.31	Consortium	$10-25	$18.00

TYPES OF EAPS

Internal/In-House Programs

These are most often found in large companies with substantial resources. The EAP staff is employed by the organization and works on-site with employees.

Consortia

An EAP consortium generally consists of smaller employers who join together to contract with an EAP service provider. The consortium approach helps to lower the cost per employee.

Fee-for-Service Contracts

Employers contract directly with an EAP provider, but only when employees use the services. Because this system requires employees to make individuals referrals (rather than employees self-referring), care must be taken to protect employee confidentiality.

Fixed-Fee Contracts

Employers contract directly with an EAP provider for a variety of services, e.g., counseling, employee assessment, and educational programs. Fees are usually based on the number of employees and remain the same regardless of how many employees use the EAP.

Peer-Based Programs

Less common than conventional EAPs, peer-or-coworker based EAPs give education and training, assistance to troubled employees, and referrals-all through peers and coworkers. This type of program requires considerable education and training for employees.

BENEFITS OF EAPS

They can assist with policy development, employee education and supervisor training.
They can take the pressure of supervisors and managers, who feel responsible when employees' personal problems affect job performance.
They offer an alternative to firing, thereby saving the costs of recruiting, rehiring, and retraining.
They offer access to treatment for employees with problems that affect their job performance.
They have been linked to decreases in accidents, Workers' Compensation claims, absenteeism, health benefit utilization, and turnover rates.
They can assist employers in complying with drug-free workplace laws.

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