The coronavirus (COVID-19) pandemic has raised a multitude of questions and continues to cause complications among employee populations. A great deal of employers have begun to implement plans to bring employees back into the workplace. So, you might ask yourself — how does one promote a healthy workforce and encourage employees to utilize trustworthy healthcare providers and resources during these uncertain times?
The challenge here is unfamiliarity and return to work for both employer and employee can be extremely overwhelming in light of today’s climate. One way that organizational managers and supervisors can help ensure the best possible “return to work” results is to leverage the knowledge, resources, and relationships of a cutting-edge Employee Assistance Program.
What is an EAP?
Employee Assistance Programs (EAPs) provide assessment and services for addressing a range of personal needs that may interfere with employees’ well-being and work performance.
How Can an EAP Help?
EAPs can help employees with emotional struggles, interpersonal relationships, legal issues, and financial difficulties. Oftentimes, EAPs offer a wealth of information and resources surrounding health promotion and work/life balance — which may be incredibly beneficial as people transition to a “new normal.”
First-class EAPs also coincide with health plans, mental health coverage, and other employee benefit options to ensure that individuals get the most out of these programs and have access to a plethora of services that meet their needs such as:
- Clinical — If an employee is struggling with their mental health or experiencing a relapse of a previous mental health condition, an EAP can offer individual and family counseling, including grief groups, offered online and in person. These resources may help with loss, isolation, anxiety, and relationship issues.
- Childcare — An EAP can help employees find childcare in the event summer camps and schools are closed; or may assist financially if a spouse has either lost their job or has been furloughed due to the pandemic.
- Work-Life Balance — Legal or financial services could help decrease employee stress or contribute to a greater sense of security, which is especially important in these trying times. Recovery guidance, budgeting assistance, and provisions of local pandemic-related resources can be of tremendous help to employees bouncing back to a more traditional routine.
- Self-Care — Convenient access to trustworthy articles, self-evaluation tools, and other well-being resources for managing mental health conditions like depression, fear, and anxiety are essential. Evidence-based treatments offered through an EAP, such as Cognitive Behavioral Therapy (CBT), can also drive positive outcomes more efficiently as employees return to work.
It is critical for an EAP to provide an integrated model of care that encompasses employees, family members and management. This enables the provision of counseling within the context of the organization, which increases the likelihood of re-adjustment and alignment between the employees and the organization.
Today, one primary goal of an EAP is to help employees and organizations return to a state of equilibrium and function. With the support offered by an EAP, an organization can reduce the psychological impact of the pandemic and enable employees to transition back more smoothly into their old work routines.
For more details on how an EAP can aid employees in making their return to work, click here. Information provided by Employee Benefit News.