Now showing items 21-40 of 1356

    • EAPA Town Hall April 2024

      Fabsik-Swarts, Julie (2024-04-11)
    • FINANCIAL RETURN ON EAPs 2023 MANAGING THE RISE OF COMPLEXITY AND EMPLOYEES AT RISK

      Farrell, Eugene (EAPA UK, 2023-01)
      In the post-pandemic workplace, even more employees are making use of their EAP: the average usage figure has now topped 12%, compared with 11.4% last year (and the typical average from previous years of 10.4%). As a consequence, organisations are reporting more savings in terms of reduced staff absence and gains in productivity. Figures from the period between October 2021 and October 2022 show that for every £1.00 spent on an EAP in the UK, employers have seen an average ROI of £10.85. This com- pares with a previous average of £8.00 in the previous year, and £7.27 in 2019. Our evidence comes from HR professionals making use of the EAPA UK ROI calculator (www.eapa.org.uk/roi-calculator): the biggest data set on EAP usage, impact and financial re- turns in the UK: more than 4,100 calculations made via the EAPA UK ROI calculator since the beginning of 2019, repre- senting anonymised information from 11 million employees. There has been no sign of any ‘return to normality’ in the 2022 EAP figures. The cost-of-living crisis; political and eco- nomic instabilities; climate change; remote working rou- tines. All of these factors, alongside the ongoing fallout from the Covid-19 pandemic and its impact on work and home lives, have combined to undermine the foundations of mental wellbeing in the UK workforce. Employees are more likely to be feeling a lack of control. They are more aware of the importance of mental health than ever before, more self-reflective and willing to speak up.
    • The Science of Healing - 2023 Edition

      Newport Healthcare (2024)
      Newport Healthcare is the nation’s leading provider of behavioral healthcare for adolescents and young adults. Our residential and outpatient programs for ages 12–35 are located across the United States, and our PrairieCare division in Minnesota provides a full continuum of care, from an inpatient psychiatric hospital for ages 28 and under, through outpatient services for all ages. This report tracks the outcomes of our integrated, multidisciplinary model of care, which brings together an exceptional range of clinical and medical expertise. Our treatment teams incorporate a wide variety of specializations—clinical, medical, psychiatric, experiential, dietary, and life skills/academic—to create transformative care experiences with long-lasting results. In 2023, Newport’s treatment yielded remarkable improvements in adolescent and young adult patients’ depressive and anxiety symptoms, subjective well-being, suicide risk, and attachment to parents/caregivers. In addition, outcomes data on Transcranial Magnetic Stimulation (TMS) from our PrairieCare TMS clinics shows significant improvement in patients’ depressive symptoms throughout the course of treatment. Highlights from the Report Newport treatment resulted in the following outcomes: Anxiety levels reduced from severe to mild, on average, for adolescents in residential care Well-being improved from “poor” to “well,” on average, for all patients Depressive symptoms decreased by 50% for young adults in residential care Percentage of outpatients reporting suicide plans dropped from 16% to 2% 40% of patients experienced remission from treatment- resistant depression after TMS treatment at PrairieCare
    • Employee Assistance Program Counseling in the U.S. Financial Industry: Clinical and Work Outcome Risks and Results for 11,895 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues among workers in the financial industry in the United States. The financial industry (including related fields of banking, insurance and business management) accounts for 6% of the U.S. workforce in year 2024. The study featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The full sample included 85,432 clients who worked at 2,679 different employers. The EAP user sample for the financial group included 11,895 employee clients who worked at 551 different employers. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample of which 1,153 were from the financial industry. The financial industry client sample was 66% women and 34% men, average age of 41 years, 95% used the EAP for counseling (5% for coaching), 99% were voluntary self-referrals (1% formally referred to use counseling by their manager at work), 56% met with a counselor in-person at a local office (44% used online video) and the typical treatment episode lasted about 7 weeks (49 days). Reasons why these employees used the EAP included issues of mental health (45%), stress and personal life issues (29%), marriage and family issues (17%), work-related issues (6%) and substance use problems (3%). The EAP user profile for these workers was similar to the general sample across all of the other industries on most of the EAP use characteristics except for the very low rate for formal referrals. When starting to use the EAP many of the cases in financial industry reported having clinical level symptoms on standardized measures for anxiety disorder (43% at-risk), depression disorder (29% at-risk), alcohol misuse disorder (12% at-risk) and low work productivity (49% at problem level). Among those cases initially at clinical risk status in the total sample, most had recovered at 30 days after completing treatment. The hours lost work productivity per problem case per month changed from 62 hours lost per month to 24 hours. The hours of restored work productivity was estimated to be a $2,760 value per month per case who initially had this problem. Most of the outcome improvement results were also found at similar levels for cases in other industries. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics is also presented to provide a larger context for this industry.
    • Employee Assistance Program Counseling Improves Clinical and Work Outcomes: CuraLinc Healthcare Results from Over 85,000 Cases

      Attridge, Mark; Pawlowski, David (2024-03-15)
      This applied study explored how workers in different major industries used employee assistance program (EAP) clinical services and examined the level of effectiveness of service use on common behavioral health and work-related outcomes. We used data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States. Data was obtained from archival records of the normal course of business at CuraLinc Healthcare. The sample included 85,432 clients who worked at 2,679 different employers. Longitudinal follow-up data at Post use was available from 9,063 cases (11% of the starting full sample). Among those cases initially at clinical risk status on outcomes in the total sample, severity scores from Pre to Post were reduced by almost two-thirds for anxiety, depression, alcohol misuse and hours lost work productivity (change from 63.5 hours to 23.6 hours). In the total sample, a large majority of the cases who started EAP use at-risk on the specific measure later successfully recovered to no longer be at clinical risk at the 30-day follow-up: anxiety (78% of 1,105 cases recovered; hp2 = .77), depression (87% of 1,316 cases recovered; hp2 = .87), and hazardous alcohol use (74% of 788 cases recovered; hp2 = .74). Among cases with a work absenteeism and/or work presenteeism problem before EAP use, 88% of 3,636 cases recovered (hp2 = .74). These longitudinal results in the total sample were all large size statistical effects. Users were grouped into eight types of industries according to their employer: manufacturing and related heavy labor (20% of the total cases); healthcare (18%); financial and business (14%); transportation (12%); restaurants and retail trade (12%); education (9%); government and municipality (7%); and technology (7%). The gender mix of clients ranged widely by industry (from 44% to 80% women). The rare event of being formally referred into the EAP by a manager at work also varied by industry (from <1% to 6%). In the total sample, when starting to use the EAP many cases reported having clinical level symptoms on standardized measures for anxiety disorder (43% at-risk), depression disorder (30% at-risk), alcohol misuse disorder (12% at-risk) and low work productivity (50% at problem level). Only small or trivial size variations were found between the industry types in the service use characteristics and for almost all clinical risk rates. These clinical and work outcome improvement test results were found to be similar within each industry type (i.e., specific industry results only ranged from 5% better to 5% worse than the study average result). Comparisons with past research, study limitations and implications are discussed. This study is unique in providing empirical profiles of multiple industries using the same operational system and the same clinical and work measures collected longitudinally from large samples of EAP users working at thousands of employers nationally.
    • Employee Assistance Program Counseling in the U.S. Education Industry: Clinical and Work Outcome Risks and Results for 8,020 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues among workers in the education industry in the United States. The education industry accounts for about 1 in every 10 employees in the total U.S. workforce in year 2024. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics is also presented to provide a larger context for this industry. The EAP study featured client data collected over a 7-year period from employee users of counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The larger EAP sample included 85,432 clients who worked at 2,679 different employers. The EAP user sample for the education industry included 8,020 employee clients (9% of the full sample) who worked at 217 different employers. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample of which 977 were from the education industry. The education industry client sample was 72% women and 28% men, average age of 40 years, 92% used the EAP for counseling (8% for coaching), 99% were voluntary self-referrals (1% were formally referred to use counseling by their manager at work), 59% saw their counselor in- person at a local office and another 41% connected remotely via online video) and the typical treatment episode lasted about 7 weeks (48 days). The reasons why employees in the healthcare industry used the EAP was to address issues of mental health (49%), stress and personal life issues (27%), marriage and family issues (15%), work-related issues (7%) and substance use problems (2%). The EAP user profile for workers in education – compared to the other industries – was the highest in use of coaching and lowest in use of formal management referrals. Education industry clients were average in the mix of in-person or video contact modalities, the duration of use episode and similar on most of the presenting issues but was the lowest for substance misuse issues. When starting to use the EAP many of the cases in education reported having clinical level symptoms on standardized measures for anxiety disorder (44% at-risk), depression disorder (29% at-risk), alcohol misuse disorder (11% at-risk) and low work productivity (48% at problem level). Among those cases initially at clinical risk status on outcomes in the total sample, the vast majority had recovered to no longer be at-risk after use. Hours of lost work productive time changed from 63 hours lost per month to 25 hours for those cases initially at a problem level on this outcome. The hours of restored work productivity was estimated to be a $2,237 value per month per case who initially had this problem. Most of these EAP use profile factors and outcome improvement results were also found at similar levels for the other seven industries.
    • Employee Assistance Program Counseling in the U.S. Healthcare Industry: Clinical and Work Outcome Risks and Results for 15,794 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues among workers in the healthcare industry in the United States. It features highlights of our larger study in 2024 of eight different industries. The 24.9 million employees in the healthcare industry accounted for 16% of the total U.S. workforce. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics for 7 other industry categories was presented to provide context for this one industry. The study primarily featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The full sample included 85,432 clients who worked at 2,679 employers. The EAP user sample for the healthcare industry group included 15,794 employee clients who worked at 458 hospitals and healthcare companies. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample (including 1,602 form healthcare). The healthcare industry client sample was 80% women and 20% men, average age of 40 years, 94% used the EAP for counseling (6% for coaching), 98% were voluntary self-referrals (2% were formally referred to use counseling by their manager at work), 61% met with a counselor in person (39% online video) and the typical treatment episode lasted about 7 weeks (54 days). The reasons why employees in the healthcare industry used the EAP included issues of mental health (48%), stress and personal life issues (27%), marriage and family issues (16%), work-related issues (7%) and substance use problems (2%). When starting to use the EAP many of the cases in healthcare reported having clinical level symptoms on standardized measures for anxiety disorder (44% at-risk), depression disorder (30% at-risk), alcohol misuse disorder (12% at-risk) and low work productivity (50% at problem level). Among those cases initially at clinical risk status on outcomes in the total sample, severity scores from Pre to Post were reduced by almost two-thirds for anxiety, depression, alcohol misuse and hours lost work productivity. Among those cases initially at clinical risk status on outcomes in the total sample, over three-fourths recovered to healthy status after use. Among the half of the total cases who initially had a work productivity problem, the hours of lost work productivity per case per month changed from 64 hours to 24 hours. The hours of restored work productivity was estimated to be a $1,731 value per month per case who initially had this problem. Most of these EAP use profile factors and outcome improvement results were found at similar levels for the other seven industries.
    • Employee Assistance Program Counseling in the U.S. Transportation Industry: Clinical and Work Outcome Risks and Results for 10,227 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues in the transportation industry in the United States. The 6.6 million employees in the transportation industry accounted for about 4% of the total workers in the U.S. in year 2024. Workers in the transportation industry are mostly male (74%) and most are of average working age (43 years). The study primarily featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The larger full sample included 85,432 clients who worked at 2,679 different employers. The EAP user sample for the transportation industry group included 10,227 employee clients who worked at 77 different employers. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample including 573 in the transportation industry. The transportation industry EAP client sample was 57% women and 43% men, average age of 41 years, 95% used the EAP for counseling (5% for coaching), 98% were voluntary self-referrals (2% formally referred by their manager at work), 56% meet with a counselor in person at a local clinical office and 44% used online video, and the typical treatment episode lasted about 7 weeks (50 days). The reasons why employees in the transportation industry used the EAP was to address issues of mental health (43%), stress and personal life issues (34%), marriage and family issues (16%), work-related issues (5%) and substance use problems (4%). The EAP user profile for workers in transportation – compared to the 7 other industries – was relatively higher in use of remote online video modality for counseling, but similar on the other EAP use factors. When starting to use the EAP many cases in transportation reported having clinical level symptoms on standardized measures for anxiety disorder (42% at-risk), depression disorder (32% at-risk), alcohol misuse disorder (12% at-risk) and low work productivity (48% at problem level). Among those cases initially at clinical risk status on outcomes in the total sample, over three-fourths recovered to healthy status after use. Among the roughly half of the total cases who initially had a work productivity problem, the hours of lost work productivity per case per month changed from 64 hours to 23 hours. The hours of restored work productivity was estimated to be a $1,413 value per month per case who initially had this problem. Most of these same EAP risk rates and outcome improvement results were also found at similar levels for the other industries. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics for 7 other industry categories was presented to provide context for this one industry.
    • Employee Assistance Program Counseling in the U.S. Manufacturing Industry: Clinical and Work Outcome Risks and Results for 17,389 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues among workers in the manufacturing industry in the United States. It features highlights of a previous much larger study in 2024 of eight different industries. The 29.3 million employees in the manufacturing and related heavy labor industries (construction, wholesale trade, maintenance/repair, and energy utilities) accounted for about 1 in every 5 workers in the total U.S. workforce in year 2024. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics for 7 other industry categories was presented to provide context for this one industry. The study featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). This full sample included 85,432 clients who worked at 2,679 employers. The EAP subsample for the manufacturing industry group included 17,389 employee clients who worked at 629 employers. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample of which 2,342 were from the manufacturing industry. The manufacturing industry client sample was 56% men, average age of 40 years, 95% used the EAP for counseling (5% coaching), 95% were voluntary self-referrals (5% formally referred by manager at work), 64% used in-person office delivery (36% online video) and the typical treatment episode lasted about 7 weeks (48 days). Employees in the manufacturing industry used the EAP to address issues of mental health (43%), stress and personal life issues (24%), marriage and family issues (20%), work-related issues (5%) and substance use problems (8%). When starting to use the EAP many cases in manufacturing reported having clinical level symptoms on standardized measures for anxiety disorder (41% at- risk), depression disorder (29% at-risk), alcohol misuse disorder (15% at-risk) and low work productivity (50% at problem level). Among those cases initially at clinical risk status on outcomes in the total sample, over three-fourths recovered after use to no longer be at risk or to have a work productivity problem. Lost hours of work productivity changed from 64 hours lost per month per at-risk case to 23 hours. The hours of restored work productivity was estimated to be a $1,905 value per month per case who initially had this problem. Most of these same EAP risk rates and post-use outcome improvement results were also found at similar levels for employees in other industries.
    • Employee Assistance Program Counseling in the U.S. Government and Municipality Industry: Clinical and Work Outcome Risks and Results for 6,369 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-16)
      This applied study explored the role of behavioral health issues among workers in the government and municipality industry in the United States. It presents highlights for this industry group from a larger study in 2024 of eight different industries. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics for seven other industry categories was presented to provide context for this one industry. The 12.4 million employees in the government and municipality industry accounted for 8% of the total U.S. workforce in year 2024. The study featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The full sample included 85,432 clients who worked at 2,679 employers. The EAP user sample for the government group included 6,369 employee clients (8% of EAP full sample) who worked at 317 employer organizations. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample (of which 814 were specific to government). The EAP user profile for workers in government – compared to the 7 other industries – was relatively the lowest in use of coaching (4%; other 96% used counseling), highest in use of in-person counseling at an office location (67%; other 33% used online video), highest in formal management referrals from a manager at work (6%; other 94% self-referral) and highest in using the EAP to address a work-related issue. In contrast, this industry was similar to others for the duration of use episode (51 days), client gender (65% women / 35% men) and average client age (40 years). When starting to use the EAP, many of the cases in government reported having clinical level symptoms on standardized measures for anxiety disorder (40% at-risk), depression disorder (27% at-risk), alcohol misuse disorder (10% at-risk) and low work productivity (49% at problem level). All three risk rates for the clinical disorders were the lowestoftheeightindustries. Thus,EAPusersfromgovernmentandmunicipalorganizationswererelativelythehealthiestgroupwhen starting EAP use of all the industry groups in the study. Among those cases in this industry initially at clinical risk status on anxiety, 80% recovered to non-clinical status at follow-up. Among those initially at clinical risk status on depression 86%, recovered to non- clinical status. Among those initially having a work productivity problem, 84% recovered to no problem status at follow-up (the average case changed from 64 hours lost per month to 24 hours; vs. norm of 27 hours). The hours of restored work productivity was estimated to be a $2,521 value per month per case who initially had this problem. Most of the EAP risk rates and outcome improvement results were also found at comparable levels for employees in other industries. These findings indicate the EAP service was effective for most users from the government and municipality industry.
    • Employee Assistance Program Counseling in the U.S. Restaurant and Retail Trade Industry: Clinical and Work Outcome Risks and Results for 9,869 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues among workers in the restaurant and retail trade industry in the United States. It features highlights of our larger study in 2024 of eight different industries. The 27.9 million employees in the restaurant and retail trade industry accounted for almost 18% of the total U.S. workforce in year 2024. The study primarily featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The full sample included 85,432 clients who worked at 2,679 employers. The EAP user sample for the restaurant and retail trade industry group included 9,869 employee clients who worked at 201 companies. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample of which 868 were from the restaurant and retail trade industry. The restaurant and retail trade industry client sample was 60% women and 40% men, average age of 40 years, 94% used the EAP for counseling (6% for coaching), 97% were voluntary self-referrals (3% were formally referred to use counseling by their manager at work), 56% met with a counselor in person at a local clinical office (44% online video), and the typical treatment episode lasted about 7 weeks (46 days). The reasons why employees in the restaurant and retail trade industry used the EAP was to address issues of mental health (48%), stress and personal life issues (29%), marriage and family issues (13%), work-related issues (5%) and substance use problems (5%). The EAP user profile for workers in restaurant and retail trade when compared to the other industries was in the middle range for use of coaching and the rate of management referrals but it relatively higher in the use of remote video for counseling (perhaps because of having so many more younger age workers) and this industry had the shortest duration of use episode. When starting to use the EAP many cases in restaurant and retail trade reported having clinical level symptoms on standardized measures for anxiety disorder (47% at-risk), depression disorder (36% at-risk), alcohol misuse disorder (15% at-risk) and low work productivity (55% at problem level). Each of these risk rates was the highest among all of the industries in the study. Among those cases initially at clinical risk status on outcomes in the total sample, over three-fourths recovered to healthy status after use. Among the roughly half of the total cases who initially had a work productivity problem, the hours of lost work productivity per case per month changed from 64 hours to 23 hours. The hours of restored work productivity was estimated to be a $917 value per month per case who initially had this problem. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics for 7 other industry categories was presented to provide context for this one industry.
    • Employee Assistance Program Counseling in the U.S. Technology Industry: Clinical and Work Outcome Risks and Results for 5,869 Cases at CuraLinc Healthcare

      Attridge, Mark; Pawlowski, David (2024-03-26)
      This applied study explored the role of behavioral health issues among workers in the technology industry in the United States. The technology industry account for about 5% of employees in the total U.S. workforce in year 2024. The study featured EAP data collected over a 7-year period from employee users of individual counseling or coaching from a single national EAP business in the United States (CuraLinc Healthcare). The larger full sample included 85,432 clients who worked at 2,679 different employers. The EAP user sample for the technology industry group included 5,869 employee clients who worked at 229 different employers. Longitudinal data at 30-days post use was obtained from 9,063 cases in the full sample (of which 734 were from the technology industry). The technology industry client sample was 57% women and 43% men, average age of 39 years, 93% used the EAP for counseling (7% for coaching), 99% were voluntary self-referrals (<1% were formally referred by a manager at work), 61% met with a counselor in person at a local clinical office (39% online video) and the typical treatment episode lasted about 7 weeks (47 days). The reasons why employees in the technology industry used the EAP was to address issues of mental health (43%), stress and personal life issues (28%), marriage and family issues (17%), work-related issues (6%) and substance use problems (2%). The EAP user profile for workers in technology – compared to the 7 other industries – was relatively higher in use of coaching, lower in formal management referrals, and average on other factors. When starting to use the EAP many of the cases in technology reported having clinical level symptoms on standardized measures for anxiety disorder (41% at-risk), depression disorder (27% at-risk), alcohol misuse disorder (12% at-risk) and low work productivity (47% at problem level). Among cases initially at-risk at Pre, most had recovered after use to no longer be at-risk for anxiety, for depression and for work productivity. The technology industry had the highest rate of recovery among all industries in the level of clinical improvement after using the EAP for anxiety (82%), depression (93%) and also work productivity (91%). Those who started with a work productivity problem changed from 61 work hours lost per month at Pre to 22 hours at Post. The hours of restored work productivity was estimated to be a $2,665 value per month per case who initially had this problem. Recent data on number of worker, number of employers, worker age, gender, private/public sector, union representation, compensation, and safety from the U.S. Bureau of Labor Statistics is also presented to provide a larger context for this industry.