You can reduce rapidly increasing healthcare costs by implementing a high-quality, well-promoted EAP. Our data shows that 75% of Care Plus Solutions EAP cases are resolved without using healthcare benefits. Other research proves an EAPs value in this area, as well. For example, one company found that medical claims were reduced by 23% for those employees who accessed EAP services compared with those who accessed behavioral health benefits on their own.8
Less insurance claims can also help employers to avoid higher premiums, as insurers often base premium increases on an employer’s overall claims history. For instance, elevated insurance claims are frequently seen with people suffering from substance use disorders. It is common for these individuals to get caught in the “revolving door” of acute care (medically managed detox and inpatient treatment). For individuals referred to our SAP Program that test positive for drugs and alcohol under the Federal DOT, we achieve an 85% success rate. This has reduced overall claims amounts and controlled premium costs for our client organizations.
Other studies that demonstrate indirect cost ROI include the following:
Because research shows that promoting the EAP to employees yields higher utilization, and thus, improves employee productivity and saves your company money, our organization makes this a priority. “Planting the seed” throughout your organization will boost employee morale, engagement, and retention.
To that end, we encourage all stakeholders to avoid bundled EAPs, as they have minimal to no promotion. Employees that work for organizations with bundled EAPs often do not know they have an EAP. Therefore, overall utilization is low, and return on investment is poor.
Our Management Assistance Program (MAP) aids organizations in avoiding litigation on potential harassment claims, accidents and workplace violence.
95% of the return on investment that an EAP brings is in economic costs (productivity gains, reduced accidents, and reduced employee turnover).5 And, until recently, there has not been a standardized, scientifically validated tool for EAPs to measure these savings. Given that reality, we at Care Plus Solutions take the precise measurement of ROI very seriously.
Therefore, Care Plus Solutions employs the Workplace Outcome Suite (WOS-5)7, a scientifically validated tool and EAP best practice to measure and evaluate the work-related outcomes of our EAP services. The WOS-5 measures absenteeism, presenteeism, work engagement, life satisfaction, and workplace distress. This short, 5-item measure is completed before use of EAP services, and then at a 90-day follow-up period after EAP use.
This method of measure makes certain that we are providing quantifiable results to our client companies that translate into them saving money. Further, we encourage all stakeholders to be educated on how ROI ought to be measured.
Simply put, the cost of an employee assistance program is a small percentage of a company’s total budget. However, when EAP services are eﬀective, they can have a sizable impact on improving your organization’s bottom line.
1 Attridge, M. (2004). Making a business case for EAP and work/life. EAPA Upper Midwest Chapter Meeting. Golden Valley, MN.
2 Attridge, M., et al. (2017). Comparing improvement after EAP counseling for different outcomes and clinical context factors in over 16,000 EAP cases worldwide. Annual Report 2017. Bloomington, IL.
3 Evans-Lacko, S., & Knapp, M. (2016). Global patterns of workplace productivity for people with depression: absenteeism and presenteeism costs across eight diverse countries. Social Psychiatry and Psychiatric Epidemiology, 51, 1525-1537. doi: 10.1007/s00127-016-1278-4
4 Finch, R.A., & Phillips, K. (2005). An employer’s guide to behavioral health services: a roadmap and recommendations for evaluating, designing, and implementing behavioral health services. Center for Prevention and Health Services. Washington, DC.
5 Global Chestnut Partners Trends Report (2017).
6 Goetzel, R.Z., et al. (2018). Mental health in the workplace: a call to action proceedings from the mental health in the workplace: public health summit. Journal of Occupational and Environmental Medicine, 60, 322-330. doi: 10.1097/JOM.0000000000001271
7 Sharar, D., & Lennox, R. (2014). The workplace effects of EAP use: “pooled” results from 20 different EAPs with before and after WOS 5-item data. EASNA Research Notes, 4, 1-5.
8 U.S. Department of Health and Human Services, Substance Abuse and Mental Health Services Administration. (1995). Cost-Effectiveness and Preventive Implications of EAPs. Rockville, MD.
9 Zaidel, C.S., et al. (2018). Health care expenditures and length of disability across medical conditions. Journal of Occupational and Environmental Medicine, 60, 631-636. doi: 10.1097/JOM0000000000001308