National and International law oblige employers to address mental and physical health in the workplace, and comply with a range of employment legislation and government policy.

They’re also best practice and in today’s climate of litigation it is imperative to have structures in place to help deal with problems and conflict in the workplace.

Commonly known as Employee Assistance Programmes, these originated in the US several decades ago, and since then they have grown to become an important part of the “employee benefit package” purchased to enhance internal HR and employee relation functions, and are now a common part of major company strategy. Work-related stress claims are mounting to such an extent in the UK, most sizeable companies have an EAP in place.

Within the UK, at any given time, as many as one quarter of an organisations employees may be affected by personal problems, such as marital and family issues, alcohol or drug problems, or career and financial stress. Whether the source of the personal problem is at home or at work, the result is often the same: reduced employee productivity, in the form of increased absenteeism, poor timekeeping and accidents in the workplace.

Studies show the return on investment from an EAP can range from 5:1 to 20:1.  In order to maximise this position, it is imperative that integration with HR, occupational health and risk management strategies takes place.

According to the TUC, compensation claims from employees suffering from stress totalled 6,248 in 2001, a 12 times increase on the year 2000 figures of 516 claims.  Overall, companies paid out £321 million in 2001.

If you are a current purchaser of an EAP or you have investigated the market before, it will be clear that there is very little to differentiate the growing number of providers and products available.  There has been no innovation in the UK since EAPs became established over 20 years ago, and this is where Staff Assure Ltd. is fundamentally different. Use of our programme helps demonstrate that you are doing all you can to fulfil the Government’s “duty of care” for your employees.