Do EAPs Work?

Q. Is counselling in the workplace effective for the business?

A. Research shows such counselling to be effective, reducing sickness absence, and in many cases shows a positive cost:benefit ratio (McLeod & McLeod report that sickness and absence rates in clients are reduced by 25 to 50 per cent.) . In addition, current case law indicates that a company providing such a service is unlikely to be found in breach of duty of care. Included in the benefits are appreciation/kudos from employees; reduced absence from work; management information (an insight into problem areas); and an aid to recruitment and retention.

A recent review (McLeod & McLeod, 2001) surveyed 16 well designed studies of workplace counselling. Eleven of these presented a picture of counselling as highly effective. Only two studies found a neutral effect. No studies found workplace counselling to be harmful. From the consumer’s point of view, over 90% of clients report themselves as satisfied with the counselling they received. Similar success rates were found with brief 3 session models as with 16 session models of delivery.

Q. And is it effective for the employee?

A. A preliminary study (Reynolds, 1977) showed that provision of counselling improved average levels of well-being in a number of departments in an organisation even where few individuals had attended. The employee would benefit from support at the time of their ‘crisis’; there can often be a long waiting list for counselling provided by the NHS. CCP Direct gives the caller an opportunity for insight, change and solutions. Support of this kind - practical help from their employer - is often much appreciated, can increase morale and well-being.

Q. Is it worth the money invested?

A. The review by McLeod & McLeod suggests that EAP provision at least covers its costs, and notes that 9 studies reported substantial positive benefit:cost ratios. CCP Direct believes that the service should be primarily as an active tool to assist employees through stress-related and other difficulties to benefit both them and the company through the positive effects on work performance. It should be launched as part of a company’s Health & Safety or Wellbeing at Work strategy. It may be decided to target particular areas of concern on the basis of stress audit or other information. It could also be effectively promoted as a source of advice for managers in handling distressed or difficult colleagues.

End note:

Organisations must always take care to remember that a counselling service is only a reactive measure – they must not be lulled into thinking that providing an EAP is a reason not to tackle organisational problems directly. This is especially the case when a proactive response is key to the care and recovery of employees, for instance after a traumatic incident.