The last couple of years have been extremely difficult for both employers and employees. Pandemic-related stress has taken its toll on employee wellbeing, while increasing cost of living pressures have added to the strain.  One in two employees report experiencing burnout at their current job roles due to workload overload or monotony.* One in three employees also feel isolated or disconnected at work.^ With such negative circumstances, it’s no wonder that we’ve seen a rise in workplace trends such as ‘The Great Resignation’ and ‘Quiet Quitting’ as employees search for a way to lighten their mental burden.

The MetLife 2022 Australian Employee Benefits Trend Study**reveals that employees’ mental, social, physical and financial health has worsened since the same study was conducted in 2020. The number of respondents who gave a response of ‘not healthy’ regarding their mental health increased from 15% in 2020 to 18% in 2022, while the same response for financial health increased from 13% to 21%.

Employers are noticing this decline in wellbeing in their workplaces, however they may not realise the full extent of it. According to the research, 44% of employees feel they have mentally checked out of their job. This is likely to have significant ongoing repercussions for workplace productivity, loyalty and morale. 

Opportunity to increase awareness and usage of Employee Assistance Program
 

While almost one in two employees proactively sought help for stress, burnout or mental health issues over the past five years, only 14% of respondents have used their company’s Employee Assistance Program (EAP).

The top three benefits cited by employees who have used their organisation’s EAP are:

-        employees having a safe space to talk (40%),

-        having their privacy protected (39%), and

-        an improvement in their mental health (38%).

However, only half  of respondents say they would feel comfortable using their organisation’s EAP to discuss their mental health issues. The top three reasons for not using the EAP are concerns about confidentiality (33%), lack of understanding (28%), and lack of effectiveness (19%).

The research suggests there’s an opportunity for employers with an EAP to communicate the benefits and increase employees’ awareness of how the program works – particularly around the issue of confidentiality. The research revealed that some employees are concerned about getting mental health support from their employer in case the information they share will be used against them. By setting clear expectations about how the program works and what type of topics can be discussed, as well as anonymously sharing positive outcomes from employees who have used the program, may encourage more people to use this service to discuss any issues they’re experiencing.

By setting clear expectations about how the program works and what type of topics can be discussed, as well as anonymously sharing positive outcomes from employees who have used the program, may encourage more people to use this service to discuss any issues they’re experiencing.

By providing information about how the program works, may encourage more people to utilise their EAP services.