• The Facts Don’t Lie: Statistical Truths about the Business Value of EAPs

      Attridge, Mark (Employee Assistance Professionals Association (EAPA), 2022-04)
      This article presents succinct and data-driven facts that answer critical questions about the business value of EAPs, and it offers an ROI case study with $2,200 USD savings per each counseling case from avoided further workplace productivity losses in work presenteeism and absenteeism.
    • WORK-FOCUSED INTERVENTIONS FOR DEPRESSION: Final Report

      Bond, Gary R.; Lerner, Debra; Drake, Robert E.; Reidy, Cheryl; Choi, Jacky (United States Department of Health and Human Services, 2019-04)
      Among employed adults, major depression is a leading cause of work absences (absenteeism) and impaired work performance (presenteeism) as well as short-term and long-term work disability. Depression is one of the largest and fastest growing categories of work disability claims filings in the public and private disability insurance sectors. Work loss has a range of adverse economic and human consequences for affected workers and their families, employers, insurers, and federal disability programs. In the commercially insured United States population, individuals with depression are among the costliest of all illness groups, and most of the costs of depression are directly related to employment (i.e., cost attributable to days absent from work and poor work performance). Despite advances in depression detection, diagnosis, and treatment, most adults with depression receive no care or suboptimal treatment. Research also shows that depression treatment by itself, even when it reduces symptoms, does not adequately restore work functioning. Because untreated depression results in enormous costs to companies, due to decreased performance, absenteeism, and disability, employers have reason to invest in work-based depression interventions. Indeed, for many employees and their dependents, employment provides a gateway to depression care. Care may be provided directly (e.g., an employee assistance program [EAP] offering on-site services) or indirectly (e.g., through an employer-sponsored insurance plan). We refer to these collectively as work-based depression care. Little is known, however, about the prevalence, quality, and effectiveness of these work-based interventions.
    • Workplace Outcome Suite Annual Report 2021: EAP Counseling Use and Outcomes, COVID-19 Pandemic Impact, and Best Practices in Outcome Data Collection

      Attridge, Mark (LifeWorks, 2022-04)
      Research results over an 11-year period (from 2010 to early 2021) for employees who used EAP counseling found significant improvements in work presenteeism, hours of missed work, distress over the workplace, employee engagement in their work, and overall life satisfaction. Also, findings showed these improvements in work-related outcomes were consistently obtained across many contexts even during the challenges of delivering counseling during the COVID-19 global pandemic. The 2021 WOS Report is based on data shared by over 50 different EAP programs and vendors for their users of counseling and other individual EAP services across a wide range of contexts. Among the over 45,000 cases with baseline profile data, most of the cases were living in the United States (77%), with another 13% from China, 6% from New Zealand, and 4% from 37 other countries. The reasons for seeking counseling from an EAP included: mental health issues (30% of all cases); personal life or stress issues (29%); marital or family relationship issues (19%); work problems or work-related stress (19%); with alcohol and substance use issues accounting for less than 3% of cases. The number of counseling sessions used averaged 3.3 sessions per case over a treatment period of about seven weeks. The longitudinal findings are all statistically significant results obtained from comparing metrics at the start of an EAP case and at follow-up about three months after counseling ended for over 39,000 cases with Pre and Post data: The analyses found significant improvements in all five WOS outcomes for the typical user of EAP counseling. Large size statistical effects were found for reductions in work presenteeism and increases in overall life satisfaction, followed by a medium size effect for the reduction in hours of missed work, and small size effects for reducing the level of distress over the workplace and increases in employee work engagement. Importantly, all of these improvements in WOS measures were also found to a similar extent in different subgroups of EAP users based on employee demographic, clinical use, business context, and COVID-19 pandemic time period factors. These industry-wide independent results provide research evidence for the general effectiveness of brief counseling provided by employee assistance programs.
    • WOS Research: Highlights of the 2021 Workplace Outcome Suite Annual Report

      Attridge, Mark; Veder, Barb (EAPA, 2022-04-22)
      This 60-minute presentation focuses on the 2021 Annual Report for the Workplace Outcome Study with global data from over 50 EAP industry providers and 39,000 cases with pre and post-longitudinal data. This benchmarking project is sponsored by LifeWorks and endorsed by EAPA.