Difference between eap and wellness programs

EAPs can help employees navigate specific challenges they encounter in their life while wellness programs help to encourage and support a healthy lifestyle.

Should an employer decide to invest in both programs, a wellness program can supplement an EAP, and vice versa. If you have questions about offering these types of programs in your workplace, we would be happy to assist you. Featured Posts. Recent Posts. How to Navigate the Return to Work.

The Importance of Training and Development Programs. Succession Planning. Recruitment Marketing. An EAP allows them to discuss sensitive, private matters without worrying that the employer is notified about what is discussed. Access to Immediate Assistance: Instead of having to find a mental health provider or counselor, employees have immediate access to a qualified professional ready to help them.

Fewer Escalations: Work stress can quickly build up, especially for employees in management and other high-stress positions. Personal Issues Addressed: The EAP is not just for work issues and work-caused problems; they are also there to help an employee through his or her personal issues. Better Productivity: Studies show that when an employee is happy and healthy, they are more productive. Connect with us Call One of our licensed Benefits Consultants will be happy to discuss your health benefits needs.

It may be because of conflicting personalities or due to an odd-one-out behavior of the said employee. An EPA program can guide a person on how to create the best situation out of the existing personality conflicts.

If an employee suffers from a certain health issue or a disability which is limiting his or her workability and productivity, adequate counseling via an EAP can help him or her there. The main aim of an employee assistance program is to create a healthy work environment where none of the toxicity on unresolved and untreated employee issues remains.

You can only do this with a transparent policy that communicates well and keeps the conversations confidential. This ensures that the employees reap the maximum benefits. While having knowledge of how to conceptualize, to create, and to communicate an EAP is essential, the actual effectiveness can only be gauged by its implementation.

EAP can be implemented via various communication modes. However, in the current times of the pandemic, it is better to avoid the face to face mode and pick on the others. With an array of applications available for video chatting, counsel and advice can be provided via those. If the employee is not comfortable talking face to face and is more happy texting, chatting applications come in handy.

Neither text nor video, the good old talking on the phone is also a great mode of implementing EAP. Assign a life coach to the employee. Whatever may be the implementation mode, it should be important to keep records of the sessions and be aware of the previous session for the next one.

In the year , the Journal of Clinical Psychiatry at Moeller published some alarming figures. The reason for such huge costs was the fall in productivity, stress, and absenteeism that stemmed out of the grave mental health issue. EAP can bring about a positive impact and reduce this cost considerably, thus positively impacting the ROI or return of investment.

The process for this, theoretically, is this. Conduct a survey before the EAP. This survey should comprise questions that help the employer figure out how much time is being whiled away due to stress and other issues eating up employee productivity. Note that employees should not feel intimidated while providing this information or they would quote unrealistic and untrue figures. Once you have gathered this information, monetize it on the basis of employee salaries.

This helps the organization gauge the loss it is incurring due to the lack of wellness programs. EAPs cannot resolve issues overnight. But once you list the issues and work upon them, there is hope that you can reverse the losses. An investment in an EAP fetches long-term results that make sure that the company benefits from those. There are several EAP benefits. While it does wonders for employees in the form of a better work-life balance, planned finances, improved mental health, better productivity, and more, it entails numerous benefits to the employer as well.

An effectively implemented EAP reduces employee turnover rate and increases employee retention rate. It enforces loyalty within the employees who know that the organization cares for them and their overall well-being. An EAP should ensure that the employees love what they do.

It should help them manage their stress in a way that they concentrate better on their work. This then reduces absenteeism, which is often a result of either disinterest or depression. An employee suffering from mental health issues may also suffer from resultant physical health hazards. This would lead to more health claims.