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UK EAPA Newsletter – 2014 Issue 1

Written by Vicky Mulchinock on . Posted in News

UK EAPA Newsletter – 2014 Issue 1

Dated: March 2014

The year ahead looks to be a positive one for the Association…

THE LAST YEAR has been a busy one for the Association and the adoption of the updated UK EAPA By-laws at the recent Annual General Meeting is the culmination of hard work by the Executive Committee to ensure the Association is clear on its structure and constitution, working with clearer membership categories that will, we hope, encourage new members and organisations to join us.

UK EAPA NEWSLETTER Issue 1 (March 2014)

EAPs are uniquely placed to assist employees with bereavement

Written by Vicky Mulchinock on . Posted in mental health

EAPs are uniquely placed to assist employees with bereavement

Employee assistance programmes (EAPs) are an important resource for employers and employees to access when employees are bereaved or where there is a death in the workplace.

“Bereavement is a complicated issue and the impact on the individuals affected can be long lasting,” says Andrew Kinder, chair of the UK Employee Assistance. “EAPs have a unique role in organisations to help communicate and promote the support that is available to employees if they are bereaved, as well as to line managers and other

employees who are seeking advice on how best they can help and support their bereaved colleague.”

According to last week’s report by the National Council for Palliative Care (NCPC), the Government needs to look into statutory leave from work for employees whose loved ones have died and also encourages employers to better inform their workforce about the support they’re entitled to in these circumstances.

“The NCPC study reports that half of employees would consider leaving their job if their employer doesn’t provide adequate bereavement support. This is a high number and suggests many organisations would benefit from reviewing their support systems following bereavement.”

“Separately, UK EAPA’s Market Watch report suggests that 50% of organisations don’t have an EAP. Given that EAPs provide such valuable support services, particularly for those who are bereaved, employers without this type of programme in place should consider how, with an EAP offering for employees, they can help to ensure bereavement support is available to all employers and managers, whenever it’s required,” says Andrew Kinder.

EAP Market Watch Report Published

Written by Vicky Mulchinock on . Posted in ROI

EAP Market Watch Report Published

The UK Employee Assistance Professionals Association has published the first EAP Market Watch report that reviews the reach and coverage of EAPs in the UK.

“EAPs play a significant role in supporting the health of the nation and this new report estimates that half the UK workforce – that’s 13.8 million people – are supported by an EAP today. These programmes deliver valuable support, information and assistance to employees and have been recognised by Government as being an important wellbeing initiative that can help employers to effectively manage sickness absence,” says Andrew Kinder, Chair of the UK Employee Assistance Professionals Association (UK EAPA).

“EAPs are a natural choice for employers who want to support good employee health and wellbeing and with continued investment from providers in new technology, employees can expect to see increasing levels of choice and accessibility when it comes to ways that they can source information and services,” says Paul Roberts from Enlighten, who carried out the study on behalf of the UK EAPA.

Key findings from the EAP Market Watch include:

  • Today the EAP sector is worth £69.13 million.
  • Since 2008, the EAP market in the UK has grown by 69%. At this time just 8.2 million employees were Supported by an EAP.
  • 23 of the top 25 companies listed in the 2013 Sunday Times Best Companies offer their employees an EAP.
  • The average annual cost of a full service EAP for a company of 100 employees is £14 per person.
  • The average utilisation of an EAP – including online services – is around 10% with 16% considered to be high utilisation of a programme and 2% to be considered low.

“It is very significant to note that according to the Enlighten research, 77% of the UK EAP market is served by Registered External Provider members of the UK EAPA. These members have met strict criteria relating to EAP standards, professional practice and delivery and it’s encouraging that the vast majority of employers in the UK are committed to offering high quality, rigorous EAPs to their employees,” adds Andrew Kinder.

Download your copy of the EAP Market Watch Report here.

UK EAPA encourages greater support for mental health initiatives

Written by Vicky Mulchinock on . Posted in mental health

UK EAPA encourages greater support for mental health initiatives

The UK Employee Assistance Professionals Association welcomes the findings of a new study on knowledge, attitudes and behaviour regarding mental illness in England, published in the British Journal of Psychiatry.

“Great strides have been made in recent years to minimise the stigma associated with mental health issues and the UK EAPA backs the work of EAP providers and employers to support the Time to Change campaign and other workplace initiatives that seek to offer support or increase awareness of mental health issues,” says Andrew Kinder, chair of the UK Employee Assistance Professionals Association.

According to this new study of trends in public knowledge, attitudes and behaviour toward people with mental health problems between 2009 and 2012, there has been an 11% reduction in discrimination. The study identifies an increase in the number of employers accessing counselling as a preventative measure – from 49% in 2009 to 58% in 2010.

However, according to Andrew Kinder, there is still a long way to go:

“It’s fair to say that the prevalence of mental health in the workplace does not match the number of people seeking support. Perhaps this is due to individuals’ perception and understanding of mental health issues: a lack of information and awareness certainly affects peoples’ attitudes and has a significant impact on the number of people seeking support from services such as Employee Assistance Programmes.”

Eugene Farrell, Executive Committee member of the UK EAPA agrees:

“Stigma and fear mean that people are less likely to seek support from their employee, with people reporting stigma as being worse than their condition, according to this latest study. And with the impact of the current economic climate to be considered, it’s also likely that people don’t want to seek help for fear of affecting their employment prospects.”

The UK EAPA calls for continued campaigning to further reduce stigma and discrimination relating to mental health issues in the workplace and will be working with its members to promote line manager understanding of mental health and increase awareness of the ongoing support that EAPs can provide for the management and resolution of this type of issue in the workplace.

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