Employee assistance programs (EAPs) are one of the most important resources employers can offer to help workers address mental health concerns. Despite the widespread adoption of these programs — 75% of companies with 251-1000 employees use EAPs — they remain woefully underutilized. It’s past time to rethink EAPs and what we can do to revitalize them to better serve the workforce.
The growing importance of comprehensive EAPs
According to a recent survey, 92% of U.S. employees believe that mental health care coverage is important to creating a positive workplace culture, but 25% of them are unaware if their employer offers mental health coverage. The average utilization of EAP is less than 10%, indicating that while the resources are available, they aren’t reaching employees. There are several reasons for this discrepancy:
- Access issues (53% of employees report having problems accessing their EAP)
- Lack of awareness or motivation
- Financial concerns
- Privacy concerns
It’s clear that employers need to do more than just provide an EAP — they must also actively promote and facilitate their use.
“By broadening the scope of their EAPs, organizations can help their employees find assistance tailored to their unique situations, fostering a more resilient and engaged workforce.”
Alexa Driscoll – Vice President, Marketing
Expanding the scope of EAPs beyond mental health
Traditionally, an EAP has focused primarily on mental health support, but today’s EAP should encompass a broader range of services to address whole-person health. This includes financial guidance, legal assistance, life coaching and resources for searching for childcare and elder care. By broadening the scope of their mental health programs, organizations can help their employees find assistance tailored to their unique situations, fostering a more resilient and engaged workforce.
The business case for enhanced EAPs
Investing in comprehensive EAPs can yield tangible benefits for organizations. Studies indicate that companies see a return on investment for EAPs ranging from $3 to $10 for every dollar spent. These savings come from reduced absenteeism, lower health care costs and increased productivity. In addition, companies that prioritize employee well-being experience higher retention rates.
New Directions is now Lucet EAP
Lucet recognizes the need for a more effective and user-friendly approach, so we have reimagined the traditional EAP model, rebranding and relaunching our services. Our revamped EAP offers a comprehensive suite of services and features designed to meet the diverse needs of today’s workforce, including:
- Immediate Crisis Support: A 24/7 Crisis Engagement Center ensures that employees have access to live support whenever they need it.
- Diverse Counseling Options: Employees can choose from in-person, virtual or phone sessions, member-preference on provider demographics, such as age, race, gender, specialty and location, providing flexibility and convenience.
- Comprehensive Resources: Beyond counseling, Lucet offers legal and financial consultations, life coaching, and work-life resources to assist with challenges like childcare and elder care.
- Managerial Support: Tools and consultations are available to help managers address workplace challenges effectively.
- Robust Digital Resource Library: Employees can anonymously access clinically-reviewed blogs, tip sheets, guides, calculators, health assessments, videos, trainings and webinars ranging from topics such as substance use education, resiliency, mental well-being and more. Clients can also complete self-guided Cognitive Behavioral Therapy (CBT) programs at their own pace and acuity level.
Lucet’s commitment to accessibility is more than just aspirational: 88% of employees served are connected to care within seven days, and we have a 97% satisfaction rate among employers.
By rethinking and enhancing our EAP offerings, we can not only support our employees’ well-being but also strengthen our organizations.
Alexa Driscoll is vice president of marketing at Lucet.
