The document presents research findings on Employee Assistance Programs (EAPs), highlighting their effectiveness in supporting troubled employees, improving work-life balance, and providing a positive return on investment. Key results show that EAP usage leads to significant reductions in absenteeism, increased employee health perceptions, and improved workplace productivity. The document calls for further rigorous and scientifically valid research to continue demonstrating EAP benefits and their integration with other workplace services.

1. EAP Research Findings:
Relevance forToday’s EAPs
Bernie McCann, PhD, CEAP
SCEAPA Annual Conference
Charleston, SC
February 9, 2016

2. So are EAPs…?
• Successful with troubled employees…?
• Contributing to better work/life balance...?
• Reducing the workforce impact of mental
health and substance abuse...?
• Cost-effective…?
• A good return on investment…?

3. Research Definitions
Process vs. Outcome studies:
• Descriptive (qualitative) research – tells what, why,
how many, when,…EAPs provide services
• Deductive (quantitative) research – allows analysis
of how often, how consistently, how rigorously, how
successfully,…EAPs provide services
Randomized research studies - the most rigorous
level of experiments which allow specific comparisons

4. Evolution of EAP Research
Value of EAPs – 2000s
EAP Return on Investment EAP Outcome Studies
Descriptions of EAPs – 1980s
Types/Characteristics of EAPs EAP Process Measures
Numbers of EAPs – 1970s
Diffusion of EAPs Prevalence of EAPs

5. US Prevalence of EAPs: 1970-2014
0%
20%
40%
60%
80%
100%
1970 1985 1995 2002 2005 2008 2014

6. US Workforce Access to EAPs: 2010
0%
20%
40%
60%
80%
100%
All workers Private
Sector
Public
Sector
Non-Union Union

7. EAPs by Employer Size: 2012
0%
20%
40%
60%
80%
100%
Small (1-99) Medium (100-499) Large (500+)

8. Integration of EA & Related Services: 2011
0%
20%
40%
60%
80%
100%
1993 2002 2004 2006 2008 2011
Offering Integrated EA + Other Services

9. Early Representations of EAP Value
 Utilization rates
 Client/case anecdotes
 User satisfaction surveys
 Return on investment ratios

10. EAP Utilization Research
 Comparisons of EAP utilization rates are nearly
impossible, due to a lack of standardization of utilization
measurement practices, although ranges of 2-12%
have been reported.
 Program utilization also varies by industry, size of
employer, and program model. Reports of utilization
rates from internal EAPs are typically higher than those
reported by externally-provided EA services.

11. EAP Return on Investment Studies
 Solid evidence of a positive ROI to make a business
case for providing EAP services can be found in over
45 scientifically-valid published studies.
 ROI findings range from $3-10 for every $1 invested.
This is consistent with ROI seen in other types of
worksite health promotion and wellness programs.
 One difficulty in using findings from single case studies
of specific organizations, applied studies, or vendor
reporting processes is their lack of generalizability.

12. Reality of Historical EAP “Value”
 Utilization rates typically reflect providers’ subjective
convenience measures
 ‘Problem type’ reports not very illustrative
 User satisfaction reports typically based on non-
representative rates of client satisfaction surveys
 Return on investment findings are largely based on
projections, single case studies, lacking transparent
measures or any universal benchmarking

13. So what’s missing in EAP Research..?
 Scientifically valid experimental designs
 Large-scale, multi-site study settings
 Demographically & occupationally-diverse populations
 Measureable workplace & clinical EAP effects
 Studies that can be easily replicated

14. Contemporary View of EAP Value
EAP VALUE = Measurable, positive client and
program outcomes achieved relative to cost incurred.
 Remains a black box for many EAPs -- particularly
for those programs without a scientifically validated
outcome measurement system.

15. Evidence-based EAP Tools
Screening:
 Alcohol Use Disorders Identification Test (AUDIT)
 Drug Abuse Screening Test (DAST)
 Patient Health Questionnaire (PHQ-9)
 Generalized Anxiety Disorder (GAD-7)
Workplace Outcomes:
 Workplace Outcomes Suite (WOS)

16. Workplace Outcomes Suite
http://chestnutglobalpartners.org/wos

17. FOH EAP Outcome Study: 2004
Federal Occupational Health provides EA services to US federal agencies.
This 3 yr. study of 60,000 EAP clients’ EA client overall health & workplace
performance used client self-reports & counselor-assessed measures.
 EAP users reporting “quite a bit of difficulty” performing their work fell
from 15% to 5%.
 Significant reduction in absenteeism & tardiness - 30 days before
EAP, clients averaged 2.37 days of unscheduled absences or
lateness. After EAP use, was reduced to 0.91 days.
 Clients’ perception of health status increased significantly after EAP
use, evidence for a positive impact of EAPs on employee work
productivity, absence and overall health.

18. Impact of Employee Assistance Services
on Workplace Outcomes: 2014
Purpose: This study seeks causal evidence of the impact of EAPs
on clinical and workplace outcomes by quantifying EAP impact;
identifying conditions under which EAP is most effective; and
estimating cost-savings in absenteeism
Site/Population: 27,000 CO State Government employees in
diverse job categories and work settings
Method: Quasi-experimental design with an intervention group of
EAP users and a matched comparison group of non-EAP users
Measures: AUDIT-10, PHQ-8, DAST-10, GAD-2, WOS-5
Funded by: Employee Assistance Research Foundation

19. Pre-publication Results: Clinical Measures
Depression (PHQ-8)
Anxiety (GAD-2)
Alcohol (AUDIT)

20. Pre-publication Results: Workplace Outcomes
Absenteeism (WOS)
Presenteeism (WOS)
Workplace Distress (WOS)

21. Implications for EAP Effectiveness
“These study findings demonstrate strong
quantifiable evidence of EAP impact on
both clinical and workplace outcomes –
and are the first major study to compare
outcomes to similar employees who did
not receive EA services.”*
*Article in press – Journal of Occupational Health Psychology

22. Implications for EAP Value
“Findings support the value of EAPs to
improve and maintain productivity and
healthy functioning of the workplace
…through their application of specialized
knowledge and expertise about human
behavior and mental health.”*
*Article in press – Journal of Occupational Health Psychology

23. Created as a non-profit foundation, the Employee
Assistance Research Foundation was formed to
stimulate innovative, rigorous and evidence-based
research activities which demonstrate the ability
of EAPs and related workplace efforts to maximize
employee contributions to organizational success.
What is the EARF...?
23
.The EARF is incorporated as a 501(c)(3) nonprofit foundation EIN #26-2443117

24. 24
Our Mission
 Promote excellence in the design and
delivery of Employee Assistance services
worldwide.
 Support effective measurement practices,
performance tools, and outcome criteria.
 Bridge the gap between EA knowledge
and practice by translating valid research
findings to contemporary EA services.

25. Dissemination of EARF Research
Peer-reviewed articles published with results of
EARF-funded studies
More scholarly articles in preparation
Conference sessions by researchers to present
EARF-funded study results
Free webinars of EARF-funded studies
Numerous additional mentions in trade
publications and on various websites

26. EAPs in Continental Europe: State of the Art
& Future Challenges
PI: Debora Vansteenwegen, PhD, ISW Limits
• Multi-national research team surveyed HR managers,
employers and employees in six Western European
countries, examining characteristics of existing EAP
and workplace services and investigating the future
potential for service delivery.
• Results published in Journal of Workplace Behavioral
Health, 2015.
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27. • Research study on the characteristics of external
EAP providers and EAP utilization patterns. Also
gathered benchmarking data on EAP use of
technology, aging of the EA provider population,
and future of EAPs.
• First peer-reviewed article published in Journal of
Workplace Behavioral Health, 2013. Second
article on EAP market published in Journal of
Workplace Behavioral Health, 2014.
27
Comparative Metrics for the External EAP Field
PI: Stanford Granberry, PhD, National Behavioral Consortium

28. 28
Research Contributions
Available matching
funds = $830,000
Contributions
= $170,000
Tisone
Foundation
Matching
Pledge
$0 $1,000,000$170,000 $500,000
Foundation
Goal

29.  EARF contributions + Tisone Foundation
matching funds received to date have totaled
approximately $340,000.
 Cost of previous research and commitment to
funding current study total over $350,000.
 EARF’s future capacity for funding EAP
research studies are unsustainable without
additional financial support.
The Bottom Line…
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30. Value Proposition for EARF Support
 Visibility for your organization as a advocate
for EAP efficacy, viability, and sustainability.
 Tangible business benefits of better data on
EAP contributions to workplace productivity.
 Demonstrate leadership and commitment to
advancing the EAP field.

31. EARF’s Chapter Challenge
To fully fund the EARF’s latest effort – The EAP History
Project, we have initiated an EAPA Chapter Challenge.
The following Chapters have contributed at the $500 level:
South Carolina Chapter North Carolina Chapter
Northern Illinois Chapter Philadelphia Chapter
Upper Midwest Chapter Houston Chapter
The following Chapters have contributed at the $1000 level:
San Francisco Bay Chapter Colorado Chapter
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32. How You Can Help
1. Facilitate a contribution from your organization
to fund EARF’s research efforts.
2. Make a personal tax-deductible contribution.
3. Make an in-kind contribution to assist with
dissemination of research findings or
fundraising efforts.
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33. Contact information:
Bernie McCann, PhD, CEAP
Development Consultant, EARF
mccannbag@gmail.com
Website: www.eapfoundation.org
Mobile: 781.264.6211
www.linkedin.com/in/berniemccannphd
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