New Core Assistance group category

The Return on Investment of Employee Assistance Programs

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Employee needs

According to workplace stress researches, every second Hungarian employee regularly experiences workplace stress. More than ⅓ of workers say their work has a bad effect on their health, 28% of them can also associate their existing health problem with their work. Most of them think they can deal with stress on their own. The problem is exacerbated by the fact that it is difficult or almost impossible to find out in a work environment if employees are in trouble and in need of help, but even if it is detected, their close community often does not have the appropriate means to provide professional help.

 

Work-related stress is becoming an increasingly serious problem in the world every year. The European Union and the World Health Organization (WHO) are also giving priority to what is now a public health problem, which is otherwise causing huge losses worldwide, both due to human exhaustion and reduced economic performance. The business costs of this are staggering: the WHO estimates that poor mental health costs $1 billion in global economic productivity every year. According to a Canadian survey, 30 out of every 1,000 employees are absent every week for mental health reasons. Overall, the decrease in workplace productivity associated with mental illness amounts to $6.3 billion annually in Canada. Poor mental health exacerbates the negative effects and health costs of other chronic diseases, such as cardiovascular disease or asthma.

Legislation

Legal steps have already been taken in Hungary to promote the management of stress at work. The amendment of the act XCIII of 1993 on occupational safety and health in force from 1st January 2008 introduces the employer’s role in dealing with the so-called psychosocial risk factors, while also defining the concept of this factor. According to the statutory provision, a psychosocial risk is a set of effects (conflicts, work organization, work schedule, precarious employment, etc.) affecting the employee at work, which may harmfully affect the employee’s health and mental condition, thus due to their specific consequences work accidents, stress-related or psychosomatic illnesses may occur.

One of the most basic tools for directly reducing psychosocial risks is the Employee Assistance Program (EAP), which is available anonymously 24/7, day and night, to employees in matters concerning them, be it a practical workplace or lifestyle issue. or even dealing with a serious crisis. In many cases, there are mental causes behind physical symptoms, which can surface in an indirect way, such as absenteeism at work or physical illness. Therefore, it is cardinal to treat prolonged, mental or life management problems professionally and in time.

We can highlight from the many benefits of the EAP that it contributes to maintaining good health, resolving family problems, managing stress or clarifying financial and legal issues, and does so extremely quickly and professionally. Immediate assistance helps workers in their  problems affecting them not to escalate, but to be resolved as soon as possible. Those who live alone or can’t turn to anyone with their difficulties can certainly support from EAP if there is a problem. Sometimes this kind of help can even save lives

What does the employer get?

The EAP contributes to reducing corporate risks, can increase productivity, reduce turnover, employee absenteeism, and can increase employee engagement.

According to a 2019 study by Deloitte among Canadian firms, the median annual return on investment (ROI) for mental health support programs is 1.62 Canadian dollars for seven firms that provided data for at least three years. For companies where the program has been in place for more than three years, the annual median return on investment (ROI) is 2.18 Canadian dollars. (ROI return shows that if you invest 1 Canadian dollar in mental health support program, how many Canadian dollars you gain in return.)

Return on investment (ROI) is a common business metric that is typically used to monitor returns on new business investments, development and investment projects. Deloitte’s research, which examined the payback of mental health support programs through the consistent application of economic requirements and tools for ROI calculation, may have a transformational impact on how corporate world looks at such programs. Looking at the results of the analysis, the surprising element is not that these expenses pay back, but the extent of this, which is a significant order of magnitude, moreover, continues to increase over a period of more than three years. In the last decade, it is a joyful development that as a result of research conducted by Deloitte and other similar economic analysis, quite some management have transferred mental health programs from the category of ‘nice-to-have’ benefits to employer responsibility involving expenses with a good pay back.

Overall, the Employee Assistance Program (EAP) is one of the most important and essential tools and investments for employers to offer a modern solution to address psychosocial risks, such as work-related stress, that pays off: for both the employee and the employer.

[1] http://medicalonline.hu/eu_gazdasag/cikk/minden_masodik_kieso_munkanapert_a_stressz_felelos

[2] http://www.munkahelyistresszinfo.hu/a-munkahelyi-stressz-merese/a-pszichoszocialis-kockazat-jogi-szabalyozasa/

[3] https://www2.deloitte.com/global/en/insights/topics/talent/workplace-mental-health-programs-worker-productivity.html

demonstrating a man with hidden trouble

Our hidden troubles

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where can an employee turn for help, when faced with problems?

After 2020 the new 2021 year has confronted us with new additional turnarounds. The pandemia, the economic uncertainties, obligatory home office and the encumbered workplace social support has affected most of our partners. These problems added on top of those ones, which employees have wrestled before and during the pandemia. These have made it even more difficult to deal with those without any professional support relying exclusively on their own resources and support of their own private social network.

Accumulation of problems

In case an employee struggles with private or work related stress, it will necessarily impact more or less the concerned persons’ work performance.[1] The unsolved, long time existing troubles lead to constant status of stress, sleeping problems. Later on to such mental disorders, like anxiety, depression, and this way raising serious risks on mental health. But, where can an employee turn to ask for immediate help?

When it is better not to talk about

In a well operating organization with a secure social environment employees may share their troubles easier. Knowing, that in response they can count on understanding, empathy – and if they are given the chance – reduced workload. In other case it is more frequent, that neither in the organization nor in the given position such opportunities do not exist. In the expectation of any potential reorganization troubles seem to be better to be hidden due to the fear of possible disadvantages during the lay-off. Even from a more empathetic manager it cannot be expected to provide a permanent supporting presence under all circumstances. Especially when himself/herself may suffer from own difficulties (either private or work related). Because of all these reasons it occurs frequently, that the manager perceives the drop of performance, but does not know about the driving factors in the background, this way – even with the best intent – tries to tackle the issue with a training or a performance improvement program.

The reason of hiding

The question in which proportion do employees turn to the representatives of their employers with their mental problems was investigated by an international research in the US, Canada, Australia and the United Kingdom involving 3894 employees.[1] According to the study 82% of the employees struggling with mental problems hide their status in front of their employer. The most frequent reasons for this are their fear from any retorsion, that can negatively impact their careers (38%); that their professional competence will be questioned (22%); the shame about their state (21%); that their ability for work will be doubted (10%). Maybe the most worrisome result of the research is that each tenth employee considers, if he/she would impart a confidence in sharing own struggle with mental problems, it can lead to the loss of their job.

How problem holders can get effective support

The study reveals the further conclusion, that almost half of the employees (43%) think that more health related workplace education programs as well as access to a proper supporting service were needed. Also almost half of the respondents (45%) consider, that in case of need they would use such a service with a better chance, if at their workplace open conversations were launched in relation to these topics. The Employee Assistance Service of ICAS Hungary is dedicated to provide a trusted channel to let employees to share their problems, in case of workplace difficulties to get support for their effective communication  towards their employers, with proper framing as well as channel, tone and timing. Our service helps to build or even re-build the trust between employees and employers. Our helpline is available in 24 hours each day of the week, the telephone is taken in each case by highly qualified and experienced psychologist colleagues, who are also available for a multi-occasion consultancy process and in case of emergency or risk they can direct employees to the proper organisations.  If as an employer You intend to provide such an opportunity to the employees of Your company, step in contact with us, and we are pleased to provide further information about our service elements and our related experience.

[1] https://www.who.int/occupational_health/publications/pwh3rev.pdf

[2] https://www.ipsos.com/en/mental-health-workplace-global-impact-study

A blind spot: Corporate Social Responsibility – for our own employees (Article of an HR professional about EAP)

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It’s been a hard year’s night – reflections of a clinical leader

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During the year of 2020 it became evident to all of us, that health – and mental health in particular – is a fragile and valuable treasure of ours.

The shock generated by the first wave of the COVID 19-pandemic, the dramatic change in our lifestyle and the management of our fears called the most of us to face significant challenges. During the second wave starting with the autumn, unfortunately we faced many losses and more sacrifice, which made our psychological strains heavier. Therefore, during this year, we might have experienced the rudimentary necessity of doing something on a daily basis in order to maintain, preserve and develop our mental- and physical health.

What this passing year has brought to us are new ways of coping – different from we used to employ – significant changes in our professional and private life, and by manies: a change of approach to our life. Although we do not really have accurate data yet, it is seemingly evident, that in accordance with the COVID-19 pandemic the prevalence of anxiety- and mood disorders have been risen during the year in Hungary[1]. We have recognized new phenomena such as quarantine fatigue or pandemic fatigue[2] which challenged all the mental health professionals.

In accordance with these, during only this year our colleagues helped those employees who turned to us for help on more than 3500 occasions in crises, tragedies, various life situations and questions. It became evident in the hard times evoked by the pandemic, that the interdisciplinary, integrative, and holistic-approached safety net, what ICAS Hungary can provide to the customer companies can be important. It became evident, that a professional, specially trained helper available around the clock every day who – in case of an emergency – can even save life is important and valuable.

The experiences of this year showed us evidently that it is the most important to focus on prevention: online workshop activities, trainings and group sessions proved to be important sources of retention for the attendees who have acquired new viewpoints, techniques and skills and were able to practice those with the aid of a trained professional. The complex challenges of 2020 called our attention to the fact that there is a greater need for our holistic care than ever before since many of our fellow beings next to their psychological challenges experienced existential or interpersonal hardships as well and the help of our trained lawyer or financial advisor colleagues were invaluable. Our psychologist colleagues faced various professional tasks: next to the clinical- and health psychological duties the proportion of vocational psychological and relationship-related counselling were significant this year, and we had to help in collaboration with the OMSZ and with the colleagues working in the system of psychiatric care multiple times. All this certifies, that at a significant portion of our clients turning for us for help a pervasive crisis developed, which affected their various life domains. In the vast majority of these cases – as a consequence of the conducted psychological work – a significant development was observable.

This is the very message that I would underline in connection with the upcoming holiday season. Although the situation is hard, there is always a potential for attachment, development, personal growth and to shape up a new lifestyle and maybe a new attitude to life amongst the hardships. If it is not going well on our own it is not a shame but enriching to ask for effective help either as an individual, or as an organization.

Wishing you all a peaceful and tender preparation for the Holidays:

Balázs Matuszka, Ph.D.

Clinical leader

ICAS Hungary

[1] https://www.portfolio.hu/gazdasag/20201216/a-nepbetegseg-ami-mindenkinek-draga-460006 (interview with professors of psychiatry)

[2] https://www.szabadeuropa.hu/a/30989697.html (an interview with Dr. József Gerevich, professor of psychiatry)