Employee Assistance Programs (EAPs) have an unusual history. They originated in the 1970s as a mechanism to assist workers with alcohol abuse, in ways that now seem chilling. Images of employees led to HR to contend with their "drinking problem" conjures an archaic workplace culture. Over the decades, however, EAPs have become the standard feature of most employers' benefit offerings, emphasizing confidentiality and offering an array of benefits and services addressing issues such as substance use, child and/or elder care, relationship challenges, financial or legal problems, workplace aggressions, and mental health. They have come a long way, especially in the past five years, but where are they going?

Ubiquitous as they are, EAPs are terribly underutilized, with engagement rates generally hovering around 3% to 5%, and often lower. It's no coincidence that many of the companies I speak with are looking for an "EAP replacement," perhaps a euphemism for, "I want a program my employees will actually use." I agree. Better adoption is desperately needed for a workforce that has been troubled by the COVID-19 pandemic, turbulent world events, and, currently, an uncertain economy.

While mental health concerns were on the rise prior to 2020, COVID-19 spotlighted the gap between benefit need and utilization, as well as other COVID consequences influenced by sheltering in place, such as the rise of substance abuse. Mental health has emerged as the dominant member demand. And employers understand the implications extend beyond health to productivity, absenteeism, retention, and overall job satisfaction.