6 top tips for ensuring your EAP is delivering for all employees
During the Covid-19 pandemic, employee assistance programmes (EAPs) came into their own as one of the most valuable benefits an employer can offer to support their workforce.
The latest data from the Employee Assistance Professionals Association revealed that rather than a ‘return to normality’ post-pandemic, figures show a rise in the number of employees using their EAP.
The average use figure during 2022 topped 12%, compared with 11.4% the previous year and the typical average from previous years of 10.4%.
For multinational companies, EAPs can be an effective way to support employees overseas and help them deal with a range of personal problems that could affect their performance at work.
Wellbeing tools
Typically, an EAP is a counselling service, but increasingly through the use of digital tools they can offer a range of wellbeing support from nutritional advice to improving sleep and financial advice.
The rise in mental health issues since the pandemic and the cost-of-living crisis, both of which are having a global impact, have made the EAP a vital benefit for many international companies. It can be challenging however to achieve consistency across countries and companies often end up working with lots of different local providers.
Best practice is to have a global solution tailored to local markets. Taking a centralised approach and harmonising provision is a more cohesive and cost effective way for companies to adapt to local needs and preferences, but benefit from economies of scale.
Top tips for ensuring the EAP delivers:
1. Communication is key
While indications are that EAP use is continuing to rise, there is still more than can be done to increase overall understanding, appreciation and use. Often employees are unaware of this benefit and what services are available through their EAP, so proactive communication about the benefits of EAPs will help to build engagement and encourage greater use.
2. Consider cultural differences
If an EAP is being accessed by employees overseas it is vital that all communications reflect a different cultural attitudes, rules and regulations including the home page of the intranet or wherever people are accessing the EAP.
For example, in the United Arab Emirates mental health issues are not openly discussed in the same way as they might be in other nations, so recognising the local culture and being sensitive to it will ensure that communications are relevant and culturally appropriate to the local audience.
3. Be industry and job specific
Consideration of the roles people may be doing in different countries is also important. For example, if a manufacturing company has employees who are mostly working in factories, having EAP information on the intranet may not be the best place for them to access services.
More traditional communication methods, such as posters or hand-outs, can be more effective. If most staff are office based, online tools, emails and the intranet are likely to work best.
A multichannel approach, using the most appropriate communication methods for the audience, will result in higher understanding and engagement with the EAP.
4. Listen to employees
It can be difficult for companies working in multiple countries to understand the needs of different workforces, making it hard to know whether the EAP services are appropriate.
Running employee surveys or focus groups across all the nations the firm operates in is a great way to listen to employees and identify the services that would benefit them most.
5. Consider local relevance
Companies should match the support services to what’s happening in a country. In the UK, for example, rising inflation and the cost-of-living crisis are worrying a lot of people, so offering financial support around money or debt management may be valued.
Other regions may be dealing with the aftermath of a natural disaster such as floods, earthquakes or hurricanes.
6. Speak to an advisor
Offering EAPs internationally can be an administrative challenge and the reality is many employers just don’t know where to start. A consultant that operates globally and understands the challenges, rules and regulations in different parts of the world can ensure employers get the most cost effective solution for their workforce and budget.
Advisors will have access to preferential pricing, market knowledge and know who is leading the way in certain provision.
To conclude
These recommendations can help companies enhance the effectiveness of their EAPs, improve employee wellbeing and create a supportive work environment across different locations. This can help ensure the workforce is healthy, happy and motivated, reducing absenteeism and improving performance.
In partnership with Howden Employee Benefits & Wellbeing
Howden provides insurance broking, risk management and claims consulting services, globally. We work with clients of all sizes to provide dedicated employee benefits & wellbeing consultancy.
