An employee’s mental health condition is often difficult to recognize given the general lack of physical or visual symptoms.
In fact, these types of conditions generally are first noticed only when an employee has a problem focusing and productivity suffers. This scenario can be problematic for employers who are unsure how to offer support to an employee who continues working while experiencing mental health conditions.
Many employers know that they should reach out to their employee to offer assistance in these situations, but often don’t know where to start. When looking for help, clients may call you for advice on how to best handle these situations at work.
The next time this situation arises, be sure to highlight the natural partnership that exists between a disability carrier and your client’s employee assistance program (EAP). In particular, three simple steps can go a long way toward helping your client connect an employee working through a mental health condition with the assistance they need.
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Connect Disability Carriers with EAP Vendors
Are your clients aware that their disability carriers have resources and experts who can look at their workforce holistically and provide a program-level approach to addressing health issues, such as mental health conditions? As part of this model, consultants from a disability carrier can provide individualized support and connect an employee with available employer-sponsored benefits — such as an EAP.
One undercommunicated benefit of an EAP is that three to six visits for treatment are often covered by this service for assistance with concerns such as job stress, family issues, alcohol and substance abuse.
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In addition to recommending an employee connect with the EAP for treatment and support, consultants will check back with the employee to ensure they’ve followed through.
Relay the Importance of Integration
While EAPs can provide crucial assistance to an employee, one thing they may not be able to do is specifically address issues the employee is having at work. That’s where a disability consultant can come in handy. The consultant can provide worksite-specific assistance and glean insights into how the employee’s work environment may be impacting his or her mental health. This understanding may be a vital factor in keeping an employee at work, avoiding a disability leave or successfully returning to work if they are currently out on leave.
Keep EAPs Top of Mind for Employees
Active EAPs are one of the most effective ways to support an employee who is dealing with a mental health issue, such as depression. I can’t tell you how many times I’ve reminded my own employees about using our EAP and they’ve responded with, “Oh yeah…”
Remind your clients to build awareness of their company’s EAP service and describe how individuals can access these benefits. We’re all aware that initial orientation programs consist of so much information that employees may forget this type of assistance is available when it’s truly needed. One mention of the EAP service will likely not be enough, so I encourage employers to work this into subsequent wellness reminders.
EAPs can be a beneficial resource for an employee dealing with mental health issues, but only if they remember they can access it. Encouraging integration with your clients’ disability carriers can help ensure your clients will be on their way to a healthier, more productive employee population.
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