Like many in the general public — and even some within the human resources and benefits community — I initially stepped into the world of employee assistance programs without fully understanding what these professionals actually do. After almost four years leading the Employee Assistance Professionals Association, I’ve gained deep appreciation for the dedication, specialized expertise, and critical role that EAP professionals play every single day.

One of the most persistent misconceptions is that EAPs are simply workplace therapists. While many EAP professionals do hold clinical licenses such as MSWs, PhDs, or LPCs, their role extends far beyond traditional therapy. At its core, EAP is a distinct profession focused on helping employees stay productive, resilient, and well — both personally and professionally.

EAP professionals are often the first responders in a wide variety of complex, sensitive situations. Some of the areas they address include:

• Critical incidents: When traumatic events occur in the workplace — such as gun violence, employee suicide, natural disasters, or fatal accidents — EAPs provide essential support. They are trained to mitigate the risk of PTSD and guide the organization and its people through the healing process.
• Substance use and addiction: EAPs are frequently involved when employees are struggling with drug or alcohol issues. Whether the concern is raised by a manager or a coworker, EAPs assess the situation and connect the employee to the appropriate resources, such as outpatient counseling or inpatient treatment.
• Life-altering challenges: Divorce, grief, depression, eating disorders — these personal crises can spill over into the workplace. EAP professionals are equipped to address these issues with compassion and discretion, supporting both the employee and the organization in maintaining a healthy work environment.

From a business standpoint, EAPs are not just a benefit — they’re a sound investment. Research by Attridge Consulting President Mark Attridge, PhD, demonstrated that EAP services lead to measurable improvements across Workplace Outcome Suite criteria:

• Work Presenteeism
• Absenteeism
• Work Engagement
• Work Distress
• Life Satisfaction
• Lost Productive Time

Attridge’s study found that in 2019, EAP programs delivered a return on investment of $4.29 for every dollar spent. Remarkably, during the peak of the COVID-19 pandemic in 2020, that ROI increased to $5.04, largely due to increased utilization. This data makes a compelling case: EAPs deliver significant value at a relatively low cost — typically around one percent of a company’s total benefits budget.

It’s time for CEOs, HR leaders, and benefits consultants to take a closer look at their EAP programs. Not all EAPs are created equal. To ensure employees are truly supported, organizations must confirm that their EAP professionals are certified and properly trained. To take it a step further, I advocate that organizations consider a chief wellness officer who is responsible for the mental and physical health of an organization’s workforce. EAP work is NOT a benefit but rather a corporate strategy to increase profits.

The Employee Assistance Professionals Association offers the Certified Employee Assistance Professional (CEAP) credential, which represents the highest standard in the field. EAPs who hold this certification have demonstrated expertise through rigorous education and examination.

Associations should enlist EAPs because they offer crucial support services that enhance employee well-being, productivity, and organizational health. Here’s why:

1. Mental health support: EAPs provide confidential counseling for stress, anxiety, depression, and other mental health issues, helping employees stay healthy and focused.
2. Increased productivity: Employees dealing with personal or work-related problems are often less productive. EAPs help address these issues early, reducing absenteeism and presenteeism.
3. Crisis management: EAPs assist with critical incidents like workplace trauma, grief, or natural disasters, helping organizations respond effectively and compassionately.
4. Legal and financial resources: Many EAPs offer support beyond mental health, such as legal consultations, financial planning, and caregiving resources, reducing employee distraction and burnout.
5. Reduced healthcare costs: Early intervention through EAPs can prevent more serious health issues, ultimately lowering overall healthcare costs for the organization.
6. Improved retention and morale: When employees feel supported, they are more likely to stay with the organization and maintain higher morale.
7. Compliance and risk management: EAPs can help organizations manage risks related to substance abuse, harassment, or other behavioral concerns, promoting a safer workplace.

In today’s fast-paced and often stressful work environments, having skilled, certified EAP professionals is a necessity. Investing in high-quality EAP services ensures that your employees can live their best lives, and in turn, do their best work.