AbstractEmployee assistance programs (EAPs) are often the go-to resource for at-risk employees grappling with personal problems -- substance abuse, depression, stress, marital strife, etc. These programs have gained popularity among employers as a preventative or early intervention measure, allowing employees to address personal issues before they escalate into larger -- and far costlier -- health problems. Despite serving as the primary entry point for over 150 million American workers seeking professional support, short-term counseling and referrals for any personal or behavioral health concern, many EAPs continue to serve employees without knowing or improving upon their workplace impact – until recently. There is increasing recognition amongst EAP providers that in order to continue to thrive, the EAP field needs to be able to measure and demonstrate effectiveness in quantifiable business terms.
DescriptionWhite paper on measuring outcomes of EAPs
SponsorsChestnut Global Partners Commercial Science Division
workplace behavioral health
Employee assistance programs
Rate of return
Identifier to cite or link to this itemhttp://hdl.handle.net/10713/6374
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