Over the past few years, the U.S.
While the value of these newcomers is undeniable, several claim to replace Employee Assistance Programs (EAPs), labeling EAPs as "conventional" and "outdated." However, EAPs tend to be privately owned and operated, so each firm is unique, negating these broad brush declarations. In addition, 79% of U.S. employers have an EAP embedded into their benefits plans, and many are finding them more
To help clear the air, we asked the thought leaders of the National Behavioral Consortium (NBCgroup.org), a non-profit behavioral health trade association, to share some common misconceptions and truths that organizational leaders, including HR, may have about EAPs. Here are seven.
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Myth #1: EAPs have low utilization rates
It is a common misbelief that EAPs are not well used, engaging only 2-6% of the workforce each year. In reality, top-tier EAPs engage with an average of 30-50% of the population annually, providing counseling, on-line education, research, referrals, and other services. It's not uncommon for up to half of the workforce to find emotional and practical support from their EAP.
Myth #2: EAPs are old-fashioned and lack tech smarts
While EAPs may have decades of experience, with some boasting a second generation of leaders, it is wrong to assume they lag behind in technology. Tech tools such as message-based counseling, virtual therapy, self-help apps, and self-scheduling have been the status quo at top-tier EAPs for years, with newer solutions like AI and advanced data analytics quickly joining the toolbox.
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Myth #3: EAPs are limited to mental health services
While the heart of an EAP practice remains mental health, most EAPs support a range of life challenges. That's because employees who contact an EAP often need more than counseling. Many are facing practical struggles such as child care demands, elder care obligations, or legal and financial issues. In fact, when speaking with an experienced EAP counselor, a caller with an emotional issue may end up revealing a practical need without even realizing the two are linked. EAPs help with both issues, searching for life management resources, aiding in health plan navigation, and locating in-plan providers.
Myth #4: EAPs send everyone to psychotherapy and it goes on forever
Only about 10-20% of EAP callers need a therapist. Most want a sounding board, short-term advice, research, referrals, or help with the life challenges mentioned above. Even if counseling is needed, EAPs, who excel at short-term work, frequently recommend other resources such as peer counseling, group counseling, or psychoeducation. With an EAP, employees connect with a licensed counselor who takes a holistic view of their life — and provides the right resources to meet their needs!
Myth #5: EAPs only offer a handful of access paths
Decades ago, EAP services were delivered primarily in person or over the phone. While these therapeutic channels are still valid (some people just prefer talking to a human being), today's EAPs are likely to also have SMS- and chat-based counseling, virtual/video sessions, coaching, peer support, self-directed tools, apps, and other diverse solutions, with 24/7 access to help. EAPs are particularly good at providing personalized self-help solutions.
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Myth #6: EAP counselors aren't as good as health plan counselors
Not true. Many high-quality counselors actually prefer partnering with EAPs, especially if they also get clients from insurance panels. For one, EAPs pay more quickly than health plans, and don't bury therapists in mountains of paperwork the way health plans can. In addition, EAP counselors usually have a steady stream of clients, so counselors can focus on helping people rather than on marketing services to expand caseloads. Equally important, EAPs pride themselves on establishing personal connections with their affiliate counselors, offering positive feedback, removing barriers, and maintaining true relationships.
Myth #7: New, venture-backed mental health services are a long-term EAP alternative
While the mental health newcomers that emerged during COVID can be effective partners to experienced EAPs, the jury is still out on whether these venture-backed services have staying power. Generally, when companies receive substantial amounts of venture capital, their success is tied to financial outcomes over personal ones. It is not unusual for this revenue-driven approach to lead to a day of reckoning and possibly even a merger. These disruptions can seriously impact the continuity and quality of an organization's services.
Misbeliefs beyond HR
According to NBC, there are also a number of EAP myths that may be embedded in the minds of employees. For instance, employees may be reluctant to ask for help for fear of stigma or because of privacy concerns, not realizing that EAPs are bound by healthcare confidentiality laws. Or managers may not trust the EAP or may be reluctant to appear "weak" by asking for help.
The good news? EAPs are more than happy to help minimize mental health stigma and dispel misperceptions at every organization level simply by delivering their myth-shattering services.
