When did employee assistance programs begin?

EAPs have their origins in the late 1930s, and were formed out of programs that dealt with occupational alcoholism. During a time when drinking on the job was the norm, people began to notice the effects it had on job performance and productivity.

Who provides employee assistance programs?

An Employee Assistance Program (EAP) is a confidential counselling service offered by employers to their employees to support their well-being in the workplace and in their personal lives. Depending on the employer’s arrangement, EAP may also extend to immediate family members.

What services are most commonly offered through employee assistance programs?

The range of areas typically managed by an EAP provider include:

• Relationship difficulties.
• Eldercare, childcare, parenting difficulties.
• Harassment.
• Substance abuse.
• Separation and loss.
• Balancing work and family.
• Financial or legal.
• Family violence.

What was an Employee Assistance Program in the 1950s?

2 Internal Employee Assistance Programs During the 1950s, companies such as Consolidated Edison, Standard Oil of New Jersey, and American Cyanamid extended their alcoholism programs to also cover employees that were experiencing mental health problems.

What was the evolution of external employee assistance?

External Employee Assistance/Managed Care/Work-Life Programs During the evolution from industrial alcoholism programs to employee assistance programs, there was also a shift in where such programs were placed.

What are the different types of employee assistance programs?

Ho wever, the more pre valent type of EAP today is the ‘external nies. External EAPs hire counsellor affiliates (part-time or full-time licensed of telephonic or face-to-face clinical services. External types of EAPs are graphical areas. There is a third type, called Blended EAPs, in which the W einer & Keegan, 2005).

Is the Employee Assistance Program free for employers?

An EAP is generally offered at no cost to employees up to certain plan limits, making it a win for your workers. And although these programs are not free for employers, the return on investment for EAPs is typically $3 for each $1 spent. EAP costs have stayed stable in comparison to costs in other areas of employer health care spending.