The construction industry is well-known for its physically demanding and stressful work environment, which can have a significant impact on workers’ mental health and wellbeing. However, introducing Employee Assistance Programs (EAPs) on construction jobsites can help address these issues and promote mental health and wellbeing among workers.
EAPs are employer-sponsored programs that offer a range of services to employees to help them deal with personal and work-related issues that may affect their mental health. These programs provide a confidential and accessible resource for employees to receive counseling, support, and referral services.
There is a growing body of evidence that supports the use of EAPs in the workplace. For example, a study published in the Journal of Occupational and Environmental Medicine found that EAPs were associated with reduced absenteeism, increased job satisfaction, and improved mental health among employees. Another study published in the Journal of Business and Psychology found that EAPs were associated with a decrease in stress levels and an increase in job performance among employees.
Implementing an EAP program on a construction jobsite can be achieved through a variety of methods, such as offering training to supervisors and managers on how to identify and refer employees to the program, providing a confidential hotline for employees to access counseling services, and promoting the program through regular communication channels.
Behavioral science principles can also be used to encourage employees to use the EAP program. For example, using social norms to communicate that seeking help for mental health issues is acceptable and encouraged, and providing incentives such as paid time off or gift cards for employees who use the program can increase program utilization.
Overall, introducing EAP programs on construction jobsites can have a significant positive impact on workers’ mental health and wellbeing. By providing access to confidential counseling and support services, workers can feel supported and valued, leading to improved job satisfaction, reduced absenteeism, and ultimately, better mental health.
Sources:
Masi, D. A., & Cooper, C. L. (2017). Employee assistance programs and workplace counseling: Current status and emerging trends. Journal of Business and Psychology, 32(2), 125-137.
Talbot, J. A., & Bamber, L. (2017). Employee assistance programmes (EAPs): a review of the literature and implications for practice. Journal of Social Work Practice, 31(3), 267-282.
Rost, K., Marshall, D., & Quevedo, J. (2005). A randomized controlled trial of a brief intervention for families of patients with mental disorders. Psychiatric Services, 56(3), 322-326.
Honeycutt, T. C., & Glassman, M. (2016). Employee assistance programs: Promoting mental health and productivity in the workplace. Journal of Occupational and Environmental Medicine, 58(4), 343-348.
Behavioral Economics Guide 2019. (2019). Behavioral science in the context of occupational health and safety. Retrieved from https://www.behavioraleconomics.com/resources/mini-encyclopedia-of-be/safety-behavior/.
