Canadian Safety Reporter

6 Canadian HR Reporter, a Thomson Reuters business 2015 CSR | April 2015 | News Do EAPs really make a difference? Study shows return on investment of mental health support BY PATRICIA ALDERSON AN EMPLOYEE ASSISTANCE program (EAP) is often the first step an individual takes towards regaining and maintaining good mental health — but little evi- dence has been available to illus- trate the broader impact of these programs. A recent Canadian study paints a clear picture of the financial benefits for organiza- tions providing an EAP as part of a group benefits package. Background EAPs provide employees with counselling and referral services to help them cope with mental wellness issues — a major cause of long-term disability claim costs along with short-term dis- ability, conflict at work and ab- sences. Mental illness can affect any- one, no matter the age, gender or race. Living with mental illness presents a significant burden for individuals and their fam- ily or friends, largely due to the fear and stigmas associated with the condition. Yet maintaining good mental health is equally as important as maintaining good physical health. Interestingly, a mere 50 per cent of Canadians are open with friends or co-workers about a family member with a mental illness, in comparison to 72 per cent who openly discuss a diag- nosis of cancer, for instance, ac- cording to a 2008 report from the Canada Medical Associa- tion. The stats It's hard to avoid the statistics, but here they are: •An average of $51 billion is lost each year to the Canadian econ- omy due to the impact of mental illness, according to a 2010 re- port from the Canadian Mental Health Association. •One in four Canadian workers experience chronic work stress, according to Statistics Canada. •Seventy per cent of disabil- ity claim costs relate to mental health concerns, according to Mental Health Commission of Canada. •The World Health Organiza- tion predicts mental health problems will be the number two cause of disability by 2020. "If you own or manage a com- pany and think mental health is not your business," says Allan Stordy, president and CEO of Arete Human Resources, "then it's time to think again." It's also an accepted fact that the longer someone is off work, the less likely she is to return, he says, which is why Arete com- missioned an independent study to provide business owners with solid numbers and evidence- based facts on why providing employees with an EAP is well worth it. "We've long known that coun- selling and support services offered through employee as- sistance programs improve the lives of those struggling under the weight of difficult mental health issues, including anxiety and depression," says Stordy. "Now we can link these positive results to very real cost savings for employers and our publicly funded health-care system." The study The research study, Investigating the Global Value of a Canadian Employee Assistance Program, tracked volunteer Canadian employees before they accessed Arete's EAP services, and then three months after. Significant improvements in mental health were seen in individuals accessing support through an EAP, evidenced by reductions in depression, anxiety and stress levels three months after the last counselling session. After EAP use, public health-care use relating to spe- cialist visits was reduced. Further, the study found that reduced work productivity and significant employer costs ob- served at the intake stage high- lighted an organizational need for EAP services. At time of in- take, 66 per cent of participants had performance issues, with an estimated average economic loss of $1,063 in the previous four weeks for employers. This translates into an average annual loss per participant of almost $13,000, associated with absenteeism and presenteeism. Prior to entering the EAP pro- gram, 66 per cent of study par- ticipants reported having mod- erate, severe or extremely severe problems with stress, anxiety or depression. Three months after accessing the counselling pro- gram, less than 32 per cent fell into these same categories. "We are not suggesting that EAPs are a magic wand, capable of making all mental health is- sues disappear," says Stordy. "We have proven, however, that they are an effective gateway towards an improved state of health, not only for individuals, but for the organizations they work for and our health system. "The evidence provided by this study, and future research, is aimed at breaking through any reluctance on accepting the ben- efit they provide to Canadians and our economy." Patricia Alderson is director of corporate and small business ser- vices at Arete Human Resources in Calgary. She can be reached at palderson@aretehr.com. Credit: wavebreakmedia

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