Therapy Today publishes UK EAPA response – In defence of EAPs…

Written by Vicky Mulchinock on . Posted in News

Therapy Today publishes UK EAPA response – In defence of EAPs…

The UK EAP market has changed in recent years, becoming more competitive, welcoming a number of new entrants and marking a noticeable shift in the way EAPs are sold, bought and promoted by organisations.

In a letter published in Therapy Today, Andrew Kinder, on behalf of the Board of the UK Employee Assistance Professionals Association, responds to a contributor’s letter about current EAP provision.

In his response, the UK EAPA Chair says:

“The UK Employee Assistance Professionals Association (EAPA) was established by the EAP industry to represent the interests of those working in the employee assistance field and to promote the highest standards of practice in EAP delivery. Since the industry is not formally regulated, it is important that buyers of these services carefully choose the right EAP that meets their needs. EAPA has taken an active role to help educate buyers and has published a variety of documents to assist purchasers in making an informed choice, all of which are available to download, free of charge…,

“EAPs have become a vital part of an employer’s toolkit to support and nurture the psychological health of employees and this privileged position is underlined by the ‘Health at Work – an independent review of sickness absence’ report (Dame Carol Black and David Frost CBE, November 2011), which emphasised the positive impact that EAPs can have when it comes to supporting the mental health of organisations and their employees…

“Yet, rightly so, this position can only be maintained if the unique relationship between EAP provider, employer, counsellor and client is nurtured and maintained and that the needs of the individual employees remain central in the planning, promotion and delivery of services.”

You can read a copy of the full response here.

UK EAPA signs up to Mindful Employer

Written by Vicky Mulchinock on . Posted in News

UK EAPA signs up to Mindful Employer

“UK EAPA is proud to sign a Partnership Agreement with Mindful Employer and take the opportunity to demonstrate our commitment to support employers in the recruitment and retention of people experiencing mental ill health and in increasing awareness of mental health in the workplace”, said Andrew Kinder, Chair of UK EAPA.

Mindful Employer exists to help organisations talk to staff when they have concerns – and to help employers respond when they come and talk to you.

“To have a written agreement recognises the value placed on the partnership by both UK EAPA and those behind the Mindful Employer initiative. Like UK EAPA, Mindful Employer recognises that employees are an organisation’s biggest asset. 1 in 4 people experience a mental health condition at some point in their lives – and that’s been shown to be 1 in 3 of those of working age so it’s not something that employers can afford to ignore,” he said.

The Mindful Employer initiative began in 2004 and is a voluntary initiative run by Workways, part of Devon Partnership NHS Trust. It aims to provide employers with easier access to information and local support in relation to staff experiencing stress, anxiety, depression or other mental health conditions.

“Our partnership organisations are a key part of Mindful Employer,” said Richard Frost, who leads the Mindful Employer initiative. “We are delighted that UK EAPA has made this commitment to supporting businesses and organisations in this important aspect of staff wellbeing.”

For more information on Mindful Employer go to www.mindfulemployer.net.

Carl Tisone, Founder – Employee Assistance Research Foundation, to speak at UK EAPA Annual Dinner 2015

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Carl Tisone, Founder – Employee Assistance Research Foundation, to speak at UK EAPA Annual Dinner 2015

The UK EAPA is delighted to announce that Carl Tisone, founder of the Employee Assistance Research Foundation and co-founder of PPC, is to be the guest speaker at the UK EAPA Annual Dinner on Tuesday 3 March 2015.

Carl has more than 34-years of experience in the behavioural health care field and in 1994 he was recognised as a field pioneer by his election to the Employee Assistance ‘Hall of Fame’ of EAP Digest. He has been instrumental in the development of the profession through his work with the Employee Assistance Professionals Association and many other board and committee appointments. From the mid-1980s he has been a leader in the development of international Employee Assistance services with the launch of PPC Worldwide, an organisation that has helped to expand the EAP concept throughout Europe, Africa, South America and the Pacific Rim.

The second UK EAPA Annual Dinner takes place the evening before the Annual General Meeting which is being held once again this year as part of the Health & Wellbeing at Work Conference.

The event is open to UK EAPA members, their guests and non-members.

Reservations will be taken on a first come, first served basis and capacity at the venue is limited. If you would like to attend, book your place by submitting your completed booking form.

New study confirm effectiveness of EAPs in helping staff overcome challenges

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New study confirm effectiveness of EAPs in helping staff overcome challenges

The results of a new survey have confirmed that EAPs are a cost-effective solution to enable employees to overcome challenges at home and at work.

 

“It is significant to note that the latest XpertHR EAP research confirms a healthily competitive marketplace for EAPs and the UK EAPA would support this by encouraging any organisation that is considering implementing or reviewing their EAP offer to consider quality of service and standards of professional practice. By appointing an EAP that has achieved Registered EAP Provider status within the industry is a positive step to ensure that you’re working with an industry leading supplier and partner,” said Andrew Kinder, chair of the UK Employee Assistance Professionals Association.

 

The XpertHR research involved 156 organisations, two-thirds (66%) of whom offer an EAP to employees, with an additional 17% considering introducing a programme.

 

Notable findings from the study include:

 

  • 96% of those surveyed engage a third party to provide their EAP.
  • 82% of employers provide face-to-face counselling for employees and rate this as the most effective aspect of an EAP.
  • 90% provide telephone counselling and 89% have an advice or information helpline.
  • 79% of EAPs utilise online resources – an increase from 51% in 2009.
  • The average annual running cost of an EAP was £14.85 per employee.
  • 66% of employers say their EAP completely or partially justified its cost. Not one employer said it did not.

 

You can read the latest XpertHR EAP research in full here.

UK EAPA publishes guide for counsellors working with EAPs

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The UK EAPA has published a new guide to support counsellors working with Employee Assistance Programmes.

 

The ‘Counsellors’ Guide to working with EAPs’ discusses the clinical and commercial aspects of EAP delivery, as well as the practicalities of working as a counsellor in an EAP context. It also offers some hints and tips for affiliate counsellors to support their work with providers.

 

Neil Mountford, Vice Chair of the UK Employee Assistance Professionals Association, who has led the development of the Guide, said:

 

“The Guide has been developed to offer practical guidance and information for counsellors and psychotherapists who are already working with EAPs, as well as those who wish to begin work in this area. It’s important to remember that every EAP provider works slightly differently and will have their own processes and procedures for delivering counselling to their clients. This means it’s not possible to create a definitive guide for counsellors to work with EAPs, but the subjects covered in this new UK EAPA publication certainly address the principal issues that any counsellor should be aware of.”

 

You can download a copy of the ‘Counsellors’ Guide to working with EAPs’ from the UK EAPA website.

New EAPA President writes to UK members

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In a letter to UK EAPA members, newly elected EAPA President, Lucy Henry, calls for all members to take responsibility for the employee assistance profession and work together to grow the industry.

 

Dear UK EAPA members

 

It is with great humility that I step into the role of President of EAPA. In taking on this role it is my desire to see our Association grow and become much more inclusive to our members outside of the US.

 

The theme of this year’s EAPA Conference in Orlando was Imagine and in my President’s speech I asked those present to think about who influenced them to become a part of this Association and what that meant to them. I ask you to do the same.

 

Our profession is changing and unfortunately we are losing members and not bringing in new members. I believe we can truly thrive as an Association but every person has to take responsibility for this. We need to be initiating conversations with younger professionals and we need to talk to them about belonging. I know that for me when I became a part of EAPA I found a home. I know that you did as well. We are a community in how we love and support each other. We are here for one another in the good times and the bad. Let’s imagine the great things we can do when we have new voices and creativity that moves us forward. As we move forward to a new day let us celebrate all that we have experienced and let us celebrate what lies ahead. All things are possible to us if we imagine and believe.

 

I look forward to continued conversations with you and hope to see the UK Branch grow and thrive in the days to come. Please feel free to contact with me questions or comments at any time. My email is lucy.henry@firstsuneap.com.

 

Thank you for what you give to our Profession. My best to you!

 

Lucy Henry

 

UK mental health services not coping with demand, says new research

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UK mental health services not coping with demand, says new research

The UK EAPA agrees with the importance of highlighting the latest findings from the ‘We Need to Talk’ that indicates how mental health services in the UK are not coping with current demand.

Findings from the Coalition’s report highlight that one in ten people are waiting a year between referral and assessment to psychological services and over 40% are waiting more than three months.

In light of the findings, it’s important to emphasise the role of Employee Assistance Programmes (EAPs) when it comes to supporting employees who need psychological support.

“EAPs are a strategic tool that organisations can use to promote and protect the mental health of their employees. Managers are encouraged to intervene early to support employees with issues that are affecting their attendance, performance and productivity in the workplace,” says Claire Neal, Secretary of the UK Employee Assistance Professionals Association.

“With nearly half the working population (47%) having access to an EAP, according to latest UK EAPA research, it’s important to consider the role that counselling and therapeutic services available through EAPs can play to take some of the strain that’s clearly being felt by patients and practitioners. In fact, an employee seeking counselling through their EAP will receive a clinical assessment and, where appropriate, can receive their first counselling session within three working days,” she adds.

Health & Wellbeing at Work 2015 to host UK EAPA Annual General Meeting

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Health & Wellbeing at Work 2015 to host UK EAPA Annual General Meeting

The UK Employee Assistance Professionals Association is pleased to announce that it will once again host its Annual General Meeting AGM as part of the Health & Wellbeing at Work Conference on 3 and 4 March 2015 at the NEC, Birmingham.

Full details of the AGM and the Conference’s EAP stream – which will focus around the issue of workplace conflict – will be available soon at http://www.healthatwork2015.co.uk/, where you can also find out more about registering for the event, as well as the exhibition stand and promotional opportunities that are available.

UK EAPA members are advised that a number of positions for the UK EAPA Executive Board are up for election at the AGM. Further information on the election of officers will be emailed to members in due course, but in the meantime please contact info@eapa.org.uk if you have any questions about this.

The UK EAPA will also be holding its Annual Dinner on the evening of Tuesday 3 March 2015. Places for the dinner are available on a first come, first served basis, so if you’d like to make an early bird booking for this event, please email for more information.

We look forward to seeing you there!

 

Rapid access to treatment will help employees stay in work: UK EAPA comment on the mental health of the nation

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Rapid access to treatment will help employees stay in work: UK EAPA comment on the mental health of the nation

In her annual report on the mental health of the nation, the government’s Chief Medical Officer, Dame Sally Davies, reports that working days lost due to stress, depression and anxiety have increased by 24% since 2009 and the number of working days lost due to serious mental health illness has doubled.

Mental ill health now represents 23% of the national disease burden in the UK and is the largest cause of disability. Accounting for 70 million sick days in 2013 and costing some £70–£100 billion per year, this represents a whopping 4.5% of our GDP.

People with mental health find it difficult to get treatment in England with some 75% receiving no treatment at all. However we should remember that between 60 and 70% of people with mental health remain in work.

Absence causes difficulty in returning to work, and the longer the individual is off work, the more difficulty they have returning, employers should look at  measures in the workplace that could increase control, and  employee flexibility as these may improve mental health. The notion that ‘work is good for you’ is often used to justify a return to, or remaining within work. However, we need to consider what work? For whom? When? In what way?

The statement has been amended – ‘Good work is good for your health

There has been a 6% increase in funding for the ‘Improving Access to Psychological Treatments Service’ (IAPTS). However IAPT does not yet meet the needs of the population it serves and it should be supported to continue its work to deliver NICE recommended standards of care to all who need them.

Only 30% of the UK workforce has access to specialised occupational healthcare. Many of those with mental illness fail to take sick leave when they need it. This is often ascribed to their concerns about stigma. However, untreated mental illness reduces productivity, and this represents the biggest single contribution to the economic losses due to mental illness. OECD evidence suggests that common mental disorders reduce productivity as much as severe mental illness.

The Chief Medical Officer’s report found that rapid access to treatment could improve employees’ chances of staying in work and the UK EAPA welcomes this.

“An EAP is a workplace based program that provides employees with a direct access to counselling treatment for a wide range of mental health illnesses that affect work and home, as well as accepting employer led and occupational health led referrals for assessment and treatment. EAPs provide a fast access to mental health professionals in line with Dame Davies’ suggestion that access to treatment could improve employees staying in work,” said Eugene Farrell, speaking on behalf of the UK EAPA Executive Committee.

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