| Employees are an organization’s most important resource. When they are troubled by personal and/or work-related difficulties they may not be working productively or efficiently. Research consistently shows that EAPs provide high levels of user satisfaction, significant clinical symptom relief, substantial improvements in work productivity and reductions in absenteeism. Furthermore, organizations with effective EAPs may benefit from reduced overall health care and disability claims costs, more engaged employees and supervisors, less employee turnover and avoidance of the many associated costs of replacement, and greater ability to attract new employees (EASNA: A Purchaser’s Guide, 2009).
Seventy Seven percent of drug users and 90% of alcoholics are working. Addicted workers cost 300% more in benefits and are absent up to 16 times more often and are less productive than other employees. 40% of workplace accidents that result in serious injury are caused by substance abusing employees (Canadian Centre on Substance Abuse, 2004).
Mental disorders cost British Columbians more than $1 billion each year in disability and lost productivity (source: Canadian Business and Economic Round Table on Mental Health, 2000)
Recent Canadian research demonstrates that depression in the workplace is a business crisis . It is a fact that mental health claims are the fastest growing category of disability costs in Canada, overtaking cardiovascular disease. Workplaces across industries are challenged to find the right support at the right time.
A professional EFAP program can effectively help employees and employers. PPC Canada, as a COA accredited organization and leader in the EFAP field, is proactive and innovative in finding customized solutions. EFAPs have shown to be highly successful in both human and cost-effective terms benefits. Employees and the community at large (Csiernik, 2005).
Research findings include the following benefits for an EFAP:
- Reduction in employee absenteeism: within previous month days missed decreased from 8.0 to 3.4 (Baker, 2007).
- Improved employee productivity: 57% improvement post EAP use (Attridge, 2003).
- The Hospital for Sick Children reported a 35% reduction in Worker’s Compensation Claims, leading to a $134,000 reduction in premium costs, plus a $543,000 refund. On this criteria alone there was a $2.00 to $1.00 return on the EFAP investment.
- Central Canada Grocers, in a two-year study, found that participants in their EFAP had decreased absenteeism by 71%, decreased lateness by 83% and increased productivity by 60%.
- Employers of choice recognize the need to visibly demonstrate to employees their commitment to work/life balance in a competitive business environment.
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