Why EAPs aren’t working
4-6 minute read.
EAPs or Employee Assistance Programmes typically operate as email—or phone-based intervention programmes that help employees cope with problems affecting their overall wellbeing. But despite their intended purpose, they often fail to deliver the much-needed support they promise.
What is an EAP?
EAPs or Employee Assistance Programmes typically operate as email—or phone-based intervention programmes that help employees cope with problems affecting their overall wellbeing. But despite their intended purpose, they often fail to deliver the much-needed support they promise.
A model in dire need of change
With 50% of UK workers under 40 suffering from burnout, the declining psychological health of our workforce is undeniable. And it’s not just employees who are struggling. According to research from Deloitte, the financial impact of poor mental wellbeing, especially anxiety, is staggering, costing employers a hefty £51 billion a year.
Now, more than ever, EAPs should urgently step up to support workers in these challenging times.
The problems lie in the model itself. EAPs charge employers a set fee every year. Yet, in today’s challenging economic landscape, businesses are understandably keen to make savings wherever possible. This means that service operators are trained to prioritise cost-efficiency over timely and practical support, which often results in compromised quality of care. For instance, employees may experience long waiting times for counselling or may be matched with a therapist inexperienced in dealing with their specific issues.
Combine this flawed model with the stigma around mental health, and you get a workforce who are more likely to suffer in silence. The resulting reluctance to seek help has led employees to almost wholly disregard EAPs, with an engagement rate of 3% to 5%.
No opportunity for tailored care
For those who do manage to access workplace counselling, the freedom to choose a preferred practitioner is rarely an option. Regardless of the specific nature of an employee’s problems, workers are randomly matched with a therapist. While employees may need the help of a therapist experienced in dealing with bereavement, anxiety, depression, or neurodiversity, for instance, this level of tailored care is rarely available.
The case for a more personalised approach to staff wellbeing
Amid the uncertainty, one thing is clear – employers and their staff can’t afford to wait for EAPs to become fit for purpose. The time to act is now.
So, how do businesses, big and small, boost their people’s mental health, productivity and profits? A big part of the answer lies in allowing employees to engage with high-quality, specialised workplace counselling tailored to individual circumstances.
The main difference is that this approach is designed to increase, not decrease, access to practitioners. At TLC: Talk, Listen, Change we offer a range of therapists so employees can choose the right one for their needs.
In our experience, a personalised approach to wellbeing benefits employees and employers. That’s why we tailor our services to suit the specific needs of each workplace we partner with. These services can include bespoke individual counselling, group therapy sessions, stress management workshops, and access to online resources for self-help.
Our aim is to ensure that workers receive the care they need, demonstrating the employer’s commitment to their wellbeing and boosting morale, retention and productivity.
Employers play a crucial role in the wellbeing of their staff. Providing access to a choice of highly experienced, qualified professionals empowers them to build an empathic and energised workplace culture, and ultimately improve their bottom line.