Employee Assistance Programs not only make good people sense but they make good business sense. EAP’s offer employers practical and effective strategies to improve their bottom line. One of the primary values of an EAP is the ability to deliver early intervention and timely problem resolution to significantly reduce the range of operational and health care costs. Companies who have implemented an EAP have seen improved employee morale, increased productivity, lower absenteeism rates, decreases in health care costs, and lower overall healthcare utilization.

An Employee Assistance Program is an integral part of an organizational risk improvement plan. Lytle EAP Partners works with our customers to maximize the value of the EAP as a health and productivity management tool.

THE DATA SAYS IT ALL …WORKPLACE PROGRAMS HAVE AN IMPACT!

Improving a person’s emotional health lowers overall healthcare utilization. A Portland State University study found that employees who received assistance for emotional problems experienced:

• 77.9% drop in average length of hospital stays
• 66.7% drop in the frequency of hospitalizations
• 48.6% drop in the number of prescriptions used
• 47.1% drop in physician office visits
• 45.3% drop in emergency room visits (HR Magazine 2002)

• A Hartford study concluded that behavioral and physical issues cannot be viewed in isolation. When they occur together, they can contribute to one another’s severity. (EA Report 2009)
• “An EAP that is aligned with organizational values and vision will measurably enhance business operations, the overall employee experience and the community perceptions of the company. A well run EAP will provide a positive return on investment.” ( National Business Group on Health, EAP Workgroup, 2007)
• According to EAPA, EAP’s reduce absenteeism, lost time, errors, dissatisfied customers, accidents and medical claims. They improve production, morale, employee retention, and public image. EAP’s save money on salary and fringe benefits recruiting and training costs. (EAPA Online 2002)
• EAPA’s research shows that up to 68% of all workers will at some time experience problems severe enough to prevent them from coping with day-to -day work responsibilities. (EAPA Online 2002)

FACT:Employees using their EAP generally had shorter STD durations, particularly for psychiatric, musculoskeletal and cancer diagnosis.

( The Hartford, 2007)

FACT:Black and Decker reports its behavioral healthcare claims dropped 60% after its EAP was implemented. The reason- less waste and greater efficiency, the EAP clinician directed employees to appropriate care the first time.

(HR Magazine 2002)

FACT:Employees with untreated mental health and substance abuse disorders can lead to problems for their employers, such as poor customer relations, absenteeism, diminished work quality and performance, on-the-job accidents and disability claims, workgroup morale issues and turnover.

(Employee Assistance Programs: A Research-based Primer, Attridge, 2008)