The EAP system is a major resource for employees, and it’s ready for disruption

Read Time: 3 mins

Australia 2020 has so far left much to be desired. First bushfires and then a worldwide pandemic. The widespread impact of these rolling crises has put a spotlight on access to support. People are stressed, many jobs have been lost or at the very least substantially changed, and for many more, the future is uncertain. Employee Assistance Programs (EAPs) are designed to support people through precisely these kinds of situations.

But the EAP system is ripe for disruption. Not only has lockdown shown us the potential of online counselling, or telehealth, but the pandemic has also created a widespread need for career transition support.

What is EAP

EAP is usually 3-6 sessions with a counsellor, designed to deal with short term personal and professional problems. It’s paid for by the workplace, so free to those who use it. It’s a well-developed system that dates back to the 1930s in Australia.

There is very little Australian research on the effectiveness of EAPs. One thing we do know is that companies spend a lot of money and time to offer these services to their people, but the resource is severely underutilised.

A recent IBIS report on the EAP industry suggests the uptake could be as low as 5% of workers. Lack of awareness and stigma about mental health problems are almost certainly key contributing factors.

The value of engaging an external EAP for a company is access to different specialists that can respond to a broad range of problems. But if low uptake continues, the risk is that companies will see a low return on investment in having EAPs on retainer and bring services in house. This will reduce both access and the type of options available to people.

We have a unique opportunity in the current circumstances to expand both the depth and breadth of EAP to provide a personal and professional development opportunity, not just merely solving one-off problems in a crisis, to a broader range of people – even those in remote locations.

Disruption 1: Shifting to a growth focus

Refocusing these services on wellness and growth will help destigmatise psychology and broaden the community’s view of it beyond problem resolution. The building of resilience and a focus on growth is so essential to be able to thrive under pressure and respond effectively to changes in the workplace, including in times of crisis.

So, when times are tough, and even when they are not, online EAP provides a neat solution to offer people access to services that increase resilience, improve productivity, and provide an opportunity for personal and professional growth. A win-win-win for employers, employees and EAP providers.

Disruption 2: Moving EAP services online

Currently, for many people, EAP services are difficult to access because they are often located in metropolitan CBDs and may not be available on the weekends. It can make appointments hard to fit around busy working weeks and travel to get there time-consuming. For those in regional and rural areas, there is a shortage of face to face services.

Many businesses and people have moved to online communications during the lockdown in Australia, including psychologists and other health professionals, proving once and for all that there is no barrier to providing these kinds of services online. Often the barrier to access services online sits with the client rather than the service provider.

Telehealth and CoachOnline offer increased accessibility and flexibility for people everywhere, not just for those in big city offices. It expands reach to those in other metropolitan, regional, and rural settings, who can now access services previously not available to them.

So now is an excellent time to access CoachOnline to help you face forward and plan where to next, so you emerge from the current crisis on your feet.

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