5th Annual Workplace Outcome Suite© Report Supports Positive Impact of EAP Counseling on Employee Workplace Outcomes


Association of Employee Assistance Professionals

EAPs have been shown to improve work presenteeism, missed work hours, work distress, employee engagement and life satisfaction.

This report highlights the value and usefulness of employee assistance services and highlights the growing demand for effective EAP counseling to serve today’s ever-changing workforce.

—Julie Fabsik-Swarts

ARLINGTON, VA, USA, April 28, 2022 /EINPresswire.com/ — Association of Employee Assistance Professionals (EAPA) in partnership with LifeWorksannounced today the publication of the 2021 edition Set of Workplace Outcomes (WOS) Annual Report. The results identified presenteeism at work – before and especially during the COVID-19 period – as the number one problem for employees, both in terms of negative impact on the workforce and extent of the problem. improvement after consulting, which also resulted in the greatest source of cost savings and return on investment. During the pandemic, 62% of EAP counseling cases reported being unable to concentrate at work due to a personal issue (termed “presenteeism at work”) in the month prior to requesting support; but after counseling this rate was reduced to only 38% of cases.

The 2021 WOS report is based on data shared by more than 50 different EAP programs and providers for their users of counseling and other individual EAP services in a wide range of settings. Among the more than 45,000 cases with basic profile data, most cases lived in the United States (77%), with an additional 13% from China, 6% from New Zealand and 4% from 37 other countries. The reasons for seeking advice from an EAP were: mental health issues (30% of all cases); personal life or stress issues (29%); marital or family relationship problems (19%); work problems or work-related stress (19%); alcohol and drug use problems representing less than 3% of cases. The number of counseling sessions used averaged 3.3 sessions per case over a treatment period of approximately seven weeks.

“We know people are struggling, especially over the past two years, and employers are looking for ways to help their employees feel better,” said Barb Veder, chief clinician, LifeWorks. “We have been measuring the progress of EAP users for many years and the data shows a clear cost savings for employers who offer an EAP. The costs associated with not having an EAP – paying more staff to cover absences, additional long-term therapy and presenteeism for employees who are unable to concentrate on the task at hand – exceed far from the cost of offering an EAP. LifeWorks believes in measuring the impact of EAPs and will continue to challenge the industry with validated, evidence-based methodologies like Workplace Outcome Suite.

Principle results

These results are all statistically significant results obtained by comparing parameters at the start of an EAP case and at follow-up approximately three months after the end of counseling for over 39,000 cases with longitudinal data:

– Analyzes revealed significant improvements in all five WOS outcomes for the typical EAP counseling user. Large statistical effects were observed for both reductions in work presenteeism and increases in overall life satisfaction, followed by a medium effect size for reductions in missed work hours , and small effects for reducing the level of work distress and increasing employee work engagement. Importantly, all of these improvements in WOS metrics were also seen to a similar extent across different subgroups of EAP users based on employee demographics, clinical use, business context, and factors. related to the period of the COVID-19 pandemic. These independent, industry-wide results provide research data on the general effectiveness of brief advice provided by employee assistance programs.

– The return on investment (ROI) of EAP services was estimated using averages from US WOS outcome studies. This was done for a typical large employer for the years 2019 and 2020. Most of the financial return (85%) came from changes in the outcome of work presenteeism (hours of lost productivity restored while employees were at work ) rather than reductions in hours. of absence. Results for the year 2019 – before the pandemic – showed a return on investment of $4.29: 1. For the year 2020 – during the COVID-19 pandemic – the return on investment was $5.04 : 1. This difference is largely explained by the fact that the clinical utilization rate was higher during the pandemic, at 9.5 EAP cases per 100 covered employees than the rate of 7.5 cases in 2019.

“This 2021 report clearly highlights the value and usefulness of employee assistance services, particularly during the ongoing pandemic, which underscores the growing demand for effective guidance provided by EAPs to serve the workforce. evolving today,” said EAPA CEO Julie Fabsik-Swarts. “While only a quarter of EAPs use a research-validated tool to measure board-related outcomes, EAPA fully endorses WOS as a best practice for our members.”

“The business case for EAPs is particularly strong when you consider that the cost of delivering the EAP is only about one percent of what employers typically spend on their total benefits budget,” said the Dr. Mark Attridge, the author of the study. “Despite concerns about the desired overall usage rate for EAPs, the results of the ROI analysis show that only about two in 100 covered employees need to use the EAP for counseling per year to generate enough revenue. savings in labor productivity and absenteeism to break even the total cost of the EAP program budget.

The full 2021 Workplace Outcome Suite report (109 pages) and an executive summary (9 pages) can both be accessed for free here: www.eapassn.org/wos

Information on using the WOS can be found here: https://wellbeing.lifeworks.com/resources/wos/

About the WOS
The Workplace Outcome Suite (WOS), developed by Chestnut Global Partners (a LifeWorks company), is a well-established outcome measurement tool that continues to grow in popularity among employee assistance providers. It was created in 2010 as a 25-item scale and later revised in 2014 to an abbreviated five-item version. So far, WOS has been used in English, Greek, Mandarin, Portuguese and Spanish. It has been featured in over 50 research reports. All data generated by WOS is analyzed independently of LifeWorks and is not used by the company for market intelligence about competitors.

About the Author
The report was authored by independent researcher Mark Attridge, Ph.D., president of Attridge Consulting, Inc. He was also the lead author of two previous WOS annual reports.

About LifeWorks
LifeWorks is a global leader in providing digital and in-person solutions that support the total well-being of people. We provide a personalized continuum of care that helps our clients improve the lives of their employees and, in doing so, improve their business.

About the APS
EAPA is the global leader in certifying, supporting, developing and networking Employee Assistance (EA) professionals with members in more than 40 countries around the world. EAPA is the world’s leading provider of information and support for and about the EA profession. EAPA publishes the Journal of Employee Assistance, EAP NewsBrief, hosts the annual EAPA Institute and EXPO, and provides training and other resources to fulfill its mission: to promote the highest standards of employee support and the continued development of EA professionals, programs and services. EAPA is headquartered in Arlington, Virginia, USA. To learn more, visit www.eapassn.org.


Charles Epstein
Back Bone Inc.
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