4% EAP Usage

While nearly all mid-to-large companies offer EAPs, only about 4% of employees use them yearly, according to Mental Health America (MHA). Reasons for low usage include a lack of employee awareness that an EAP exists, the services available, and how to access the services. MHA recommends several tactics to increase EAP awareness and education. Among them are sharing information about the EAP throughout the year, inviting an EAP representative to discuss services, and ensuring management is aware of the available services.

Given that mental health is still largely stigmatized, MHA advises companies not to just focus on the mental health services associated with an EAP. EAP services may include financial planning education, family assistance and caregiver resources. MHA states, “The intention of an EAP is to help employees maintain a positive work-life balance and serve as an additional support when life matters interfere with performing at their best at work.”

The American Psychological Association (APA) recommends that business leaders review their existing health insurance policies to determine whether they include

Keeping mental health in the spotlight through these and other efforts should help you achieve another important goal: getting staff to speak up when they are struggling with their mental health. That’s especially important given what has transpired over the past few years.

The COVID-19 pandemic heaped even greater stress on healthcare workers, with a survey taken from June to September 2020 revealing that 93% of health workers reported being stressed out and stretched too thin, and 82% saying they were emotionally and physically exhausted. “COVID brought out the stress, anxiety, and issues that were already there in healthcare but made them much more exacerbated,” Mingus says.

Additional mental health resources

“Mental Health Resources for Employers” from Mental Health America

“Workplace Well-Being Resources” from the Office of the Surgeon General

A silver lining of the pandemic was that talking about mental health, including one’s situation, has become less stigmatized, Mingus says. “Mental health has come to the forefront. Before COVID, people weren’t upfront about their mental health because they were worried about losing their jobs or being looked down upon. That seems to be changing.”

“Mental Health at Work” from the U.S. Department of Labor

“StigmaFree Company” from the National Alliance on Mental Illness

Chaisson says that centers can help keep this positive momentum going by giving the mental health of staff greater attention and appreciation. “We must continue to work to change the perception of healthcare workers. If we reduce burnout and dysfunction, we must allow healthcare workers to be human.”