Everything you need to know about EAP.
EAP should be able to add additional support beyond the legal
requirements to make allowances to assist disabled and short term disabled employees.
There are some differences between how an EAP program should assist with the treatment
of disabled employees.
As a
standard practice, EAP should have the following in place as standard:
- Direct
year round access to counselling by professional counsellors
- Cost
free outpatient visits covered for distinct problems
- Cost
free coverage that extends to the immediate family and partners
- Drug
free workplace programs that include awareness, confidential support and supervisor
training
- Legal
consultations for issues unrelated to work
- Financial
counselling, debt management support
- Child,
eldercare support
- Sexual
harassment, violence prevention training
- Compliance
training
- Crisis
management programs
- PTSD
support
With these
in place EAP should already have ample resources to support short term
disability in relation to mental health issues. However, despite this disability
management isn’t always something that is fully encompassed in employee assistance
programs. However, planning for short term disability and the aftercare that
such issues can often require should be at the forefront of commercial planning
to ensure both the employees wellness and as a preventative measure for the
employer themselves.
Recent studies
have shown that merging Employee Assistance Programs and Short Term Disability Management[1]
leads to dramatically improved outcomes for both employers and the employee.
Research has
clearly indicated that most short term disability claims have causes that are
behavioural, psychological or psychosocial. The wellness of the employee in the
work place has a significant impact on causing the incidence and the length of following
absence.
Studies showed
that organizations with integrated EAP and STDM programs had a lower rate of absence,
amounting to 31% lesser duration for combined programs.
Making sure
that employees are properly accounted for upon their return to work, flex
working, supervisor training and the checklist above should help improve mental
health and employer outcomes.
There are 3 common scenarios in regards to permanent
disability.
- Hired With Disability
- Newly Disabled / Disability Progression
- Known Issue Recent Diagnosis
These 3 scenarios will require different levels of support.
Hired With Disability – whilst this scenario would require
the least direct support in most cases, it’s important to engage in proper
sensitivity training and education of the disability with supervisors,
management and colleagues.
Known Issue Recent Diagnosis – This area should require the
second least amount of support, however, it is important that supervisors and
colleagues are given training around the condition and counselling offers are
extended to the employee and reasonable measures are taken to accommodate the
condition.
Newly Disabled / Disability Progression – This area is a lot
more complicated, and it is likely that the employee’s mental health with be
severely damaged. Every possible accommodation should be made. Staff should be
trained, and any issues resulting from the disability should be addressed rapidly.
We would recommend regular meetings with supervisors to ensure that the
employees return to work is being correctly managed.
References
1 - https://www.morneaushepell.com/sites/default/files/assets/permafiles/91080/2018-employers-connect-research.pdf