Thirty HR managers in Germany and Switzerland, thirty in Denmark and sixty in Great Britain were surveyed on EAP. 10% of respondents in Germany and Switzerland were unfamiliar with the term. The most important criteria for choosing an EAP provider were quality, reputation, and relationship with the provider. Only about half of respondents in Germany and Switzerland were convinced that an EAP is a good investment. Reasons to continue using an EAP were the desire to offer support to employees, reduce the effects of stress, reduce absenteeism, and boost employer branding. Reasons not to use an EAP were access to alternative sources of consulting, costs, or too few employees. Reasons why an EAP can be rewarding for your company are shown in our EAP Whitepaper, which draws only on studies of high scientific value.
 

EAPs are very effective and have been shown to have a positive ROI (1.4 to 8.7 according to studies). 

They have positive effects in these areas: 

• Higher workplace productivity after use
• Greater security in dealing with mental issues
• Less absenteeism due to psychological issues
• Less absenteeism overall
• Fewer work accidents
• Less staff fluctuation thanks to fewer illnesses becoming chronic