Post Pandemic partnership with EAP, OHP, and Employers

Questions: Post Pandemic partnership with EAP, OHP, and Employers

1. How does and EAP provide both clinical counseling and work life assistance?
2. What joint approached can the OHP and the EAP present to employees ?
3. How do we overcome the stigma of counseling with employees?
4. What is a realistic approach for OHPs to introduce EAP services to their clients?
5. What are the models that have been successful with EAP + OHP partnerships?
6. What is the best location for the EAP office?

Audio:

The Unseen Power of EAP and Occupational Health Partnerships in a Post-Pandemic Era

In the modern workplace, navigating post-pandemic changes requires significant adjustments, particularly concerning employee health and wellbeing. A recent town hall discussion, hosted by the National Association of Occupational Health Professionals (NAOHP) sheds light on the vital role that both Employee Assistance Programs (EAP) and Occupational Health Programs (OHP) can play in this new landscape.

Starting Off: An Introduction and Important Announcement

The interactive session began with a warm welcome from Donnelly Gardner, who introduced the need for in-depth analysis on these integral topics. Guest speakers included Gregory P. DeLapp, Chief Executive Officer of the Employee Assistance Professionals Association and Mike Schmidt, President of NAOHP Board of Directors.

An important announcement followed, reminding the attendees that the Town Hall announcements are sent out regularly, and the attendees should check their emails and ensure they’re not being blocked by stringent firewalls at workplaces.

EAP Before the Pandemic: Addressing Misconceptions

Gregory DeLapp made an essential point addressing the common misconception about EAP services. He emphasized that EAP goes beyond simply offering counseling and extends to all aspects of an organization’s response to its employees’ daily issues. This empowers a multitude of solutions, ranging from financial advice to family issues to social justice problems.

Despite this wide range of services, DeLapp warned against limiting views regarding assistance programs. Many perceive EAP as primarily focusing on counseling services, contributing to stigmatization and deterring potential beneficiaries.

The Critical Overlap Between EAP and OHP

DeLapp and Schmidt brought attention to the mutual benefits of a partnership between EAP and OHP. They highlighted several intersections, from workers’ comp scenarios to short-term disability discussions, where both sectors can collaborate for the greater benefit of the employee.

Stigma that generally surrounds EAP can be overcome by promoting understanding that mental health issues are a widespread norm, not an exception. This understanding can allow individuals to seek help without feeling judged or singled out. The speakers encouraged active promotion of assistance for employees on all fronts.

Adapting to the Post-Pandemic Workplace

In the post-pandemic era, virtual EAP services have surged in popularity thanks to increased flexibility and privacy. Companies were encouraged to consider investing in these services to add another layer of support for their employees, particularly mental health support.

Communication between Occupational Health Programs and EAPs, along with cross-referral practices, can improve the overall response to the employee which in turn benefits the organization. The takeaway was simple: if you offer better support for your employees, you improve the productivity and stability of your workforce.

The interactive town hall session provided valuable insights into these overlooked, yet critical sectors of the workplace. By fostering relationships with EAPs, we can make strides toward improving the overall quality of work and life for employees. Amidst the post-pandemic changes and disruptions, this is a valuable takeaway for every organization, regardless of size or industry.