You can read more about this in my interview with Dr Davis here: Six powerful lessons for achieving First Class mental health at work. Rebrand our programme into something employees would connect with.”ĭr Davis went on to build a programme he called “Feeling First Class”, which seriously transformed the way Royal Mail employees were able to find and access help. “And we wondered why utilisation was so low! I realised that I needed to “It showed a man hanging off a cliff” he told Recalled how this programme he had inherited, was being promoted by a fairly ButĮmployees were not accessing the help on offer. He first started his job, the Royal Mail had an EAP in place called “Help”. Mail as Global Director of Safety, Health, Wellbeing and Sustainability. How the Royal Mail transformed their Employee Assistance Managing these programmes in an effective way. Presenteeism, minimise down-time, and boost your brand reputation.īut again, these benefits rely on employers It can help you improve retention, reduce absenteeism and He adds that a well-managed EAP goes beyond Tight labour market, employers need to stand out as being worthy of attention.Īnd a thoughtful EAP can make the difference between landing the candidate you ”At worst, they are an arse-covering exercise. The rest of his article goes on to praise theīenefits of well-run EAPs.
In fact, he only actually criticises employers who fail to use It is hardly surprising thatĮveryone then treats an EAP as a box-ticking exercise.” The programme will only work if you manage it correctlyĬause though. It in a filing cabinet under ‘done and dusted’. Promotional leaflets, and put up some wall posters” he writes, “to then place In Personnel Today, Brian Taylor writes that he is becoming increasingly concerned at how many companies treat EAPs passively, often only going halfway towards maximum potential.
#EMPLOYEE ASSISTANCE PROGRAM FREE#
The idea of a free and independent advice service seems like a phenomenal
To the concept of an Employee Assistance Programme? After all, on the surface, Know that I am often quite cynical about initiatives that claim to support theįor example, in my recent address at our Future Of People conference, you may remember me talking about how positive mental health has become a bit of a bandwagon that employers are jumping onto because it makes them look good.īut am I right to apply this same cynicism If you read my writing often, then you’ll Workforce.” Is an EAP just another tick box exercise? Included to meet either the needs of the employer, or the concerns of the Included in an Employee Assistance Programme, he said “whatever needs to be When I asked Simon what should ideally be “Some employers offer things as part of their basic pay-and-conditions, that others will shunt into an EAP – access to certain types of medical or rehab services, for example. “EAPs come in all sorts of shapes and sizes” he tells me. This is because the way EAPs work in practice is entirely bound up with workplace culture – and no two cultures are identical. He has direct experience negotiating and monitoring an Employee Assistance Programme, and says that no single programme works in the same way. Simon Sapper is an HR and workplace expert of over 30 years.
Including face to face, telephone and online. Health, or concerns about their employment.Īn EAP will often offer a range of support, This is normally so employees can discuss issues that mayīe troubling them – such as financial worries, problems with their mental What is an Employee Assistance Programme?Īccording to the EAP Association, nearly half of the workforce has access to an Employee Assistance Programme.Įmployer-paid scheme that lets employees contact an independent adviser on aĬonfidential basis. While most big businesses offer one of these, they often come under fire forīeing little more than a box-checking exercise. One of the most common workforce mental health interventions in the UK. An Employee Assistance Programme (EAP) is
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