According to a recent survey conducted by HR.com, the difference between Employee Assistance Program benefits and work/life benefits are still unclear to many HR professionals. Almost half of the survey’s respondents (46%) said they did not know the difference between EAP and work/life benefits. The same amount (46%) said that they did understand the difference between the two, while a further 8% said they use the term EAP to include work/life benefits.
The benefits industry is seeing a continued trend towards the integration of EAP and work/life programs, which may be the reason behind much of the confusion. EAP companies are also merging with work/life companies and at the same time many work/life companies are starting to offer EAP benefits and vice-versa. Many employers are now able to purchase dual-packages of EAP and work/life benefits from one source, so it is not surprising that the terms are often used interchangeably. However, despite some similarities between the two programs, each offers distinct benefits and advantages to both employers and employees.
EAP benefits have been around since the Second World War, and most HR professionals and employees are familiar with the term. EAP benefits offer support that goes beyond traditional medical, dental, vision and retirement benefits. For many employers and employees, EAP benefits are a lifesaver during a time of need. Offering crisis intervention, individual and family counseling, drug and violence prevention programs and critical stress management, EAP benefits play an important role in the workplace. In addition to assisting employees with personal issues, EAP benefits also provide supervisor training, online and on-site staff training and assistance with problems related to job performance. Workers who take advantage of these EAP benefits often exhibit reduced rates of absenteeism and sick leave, higher morale, increased productivity and lower rates of on-the-job accidents.
It’s easy to see how the line between EAP and work/life benefits can be blurred. While work/life benefits are also designed to assist workers manage life and work, they offer a more comprehensive range of services designed to help employees cope with family life and outside responsibilities. With more and more workers struggling to deal with child rearing, eldercare and home management, work/life benefits are becoming increasingly relevant. Many programs offer childcare and eldercare referrals, back-up child care services, adoption guidance, geriatric case management, legal and financial referrals and lactation programs to assist nursing mothers. Some programs even go so far as to offer concierge services that help employees with everything from dog walking and lawn mowing to door-to-door dry cleaning and car maintenance services. Designed to reduce the amount of time that employees take off in personal and sick time, work/life benefits are becoming increasingly prevalent amongst large employers.
With a significant number of HR professionals expressing some confusion regarding the difference between the terms, the concern is whether or not employees are receiving the right information and education regarding their plan options. The fact that EAP programs are already under utilized could indicate an existing problem in the way that employers communicate the benefit to employees. As the struggle to balance work and home becomes more and more intense, it’s important that employees become more empowered and educated about the resources available to them. In the case of EAP and work/life benefits, the positive impact of both programs can only mean good things for both employees and employers.