The issues that have the potential to affect an employee’s performance at work are varied and diverse and alongside an increasingly competitive and demanding work environment employees may be experiencing difficulties with managers, financial concerns, depression, anxiety or another mental or physical health condition, as well as personal and family relationship issues. With the health and wellbeing of the working age population now regarded as important for organisational productivity, it is becoming ever more crucial employers have interventions available to improve and maintain the health and productivity of their employees.
Take part in our research - calling all HR professionals
Authors: Dr Zofia Bajorek
24 March 2016
In recent years Employee Assistance Programmes (EAPs) have taken on this role, offering organisations access to a worksite focussed programme that can assist in the identification and resolution of employee concerns that affect or may affect an employee’s performance. EAPs are now widespread within the UK – current figures from the UK Employee Assistance Professionals Association suggest that over half of the UK working population have access to an EAP – and EAPs have become a valuable tool that organisations can implement to engage and support employees to identify and resolve any personal concerns that they may have. One of their major roles of EAPs is to act as a gateway to a range of confidential services and support functions including telephone- based counselling, or face-to-face therapy through a network of counsellors and psychologists.
EAPs are now becoming acknowledged as key areas of investment, despite organisations often facing conflicting financial pressures. A key reason for this may be that organisational management recognise that early intervention for employee wellbeing is critical for productivity and ongoing viability of the organisation.
As a result, The Work Foundation and the UK Employee Assistance Professionals Association (UK EAPA) are conducting research to investigate the role and use of EAPs in organisations, the experience of HR teams when purchasing, rolling out and evaluating EAPs, and what the return of investment is. We are calling for HR managers to answer a short survey about the use of EAPs in their organisation (and equally as important, why an organisation may not have an EAP) to provide an up-to-date state of the market analysis of EAP use.
Andrew Kinder, Chair of UK EAPA said:
“We are confident this research will provide valuable insight for organisations commissioning EAP services, as well as offering a clear ‘state of the market’ analysis into employee assistance offerings. There is an opportunity for HR teams to take part in a more in-depth interview about their experiences of EAP commissioning, delivery and impact and if you’d like to do this, there is an opportunity to complete your contact details in the survey link”.
We think that this is an exciting opportunity to find out more about the use of EAPs, with the opportunity to see what further benefits from the future use of EAPS can be gained.
To take part in the survey, please click here.
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