Like many contractors, you no doubt focus heavily on protecting
employees from physical hazards. But some of the most serious risks
construction workers face aren't visible on the jobsite. Behavioral health
challenges can affect their well-being and ability to perform safely and
effectively. One benefit that may help you manage this widespread industry
challenge is an employee assistance program (EAP).
Recognizing the risk
Construction's demanding schedules, physically strenuous labor
and workplace culture can create or compound mental health challenges. And
stigma may discourage some workers from asking for help. Stress, grief,
anxiety, depression and other concerns can worsen when left unaddressed,
sometimes contributing to substance misuse or suicidal thoughts.
A need for pain management, arising from on-the-job injuries,
can also contribute to substance misuse and other health challenges. Such
problems may lead to lower productivity, more absences and jobsite safety
issues. Indeed, substance misuse remains a major concern for the industry.
Construction workers have been shown to experience high drug-overdose death
rates compared with workers in other occupations, according to the National
Institute for Occupational Safety and Health.
Helping employees
An EAP is a confidential, work-based program designed to help
employees and, in some cases, members of their households or families address
issues that may affect their well-being and job performance. Such issues can
include:
- Stress,
- Grief,
- Marriage/relationship/family problems,
- Mental health disorders, and
- Drug and alcohol dependency.
Depending on the program, employees may be able to connect by
phone, online or through a mobile app with professionals who can provide
assessments, short-term counseling, referrals and follow-up services.
EAP costs vary based on the provider, workforce size and
services included. Potential advantages for your construction business may
include reduced absenteeism, improved productivity and stronger employee
support. The right program can also help you address many workplace issues
before they become more disruptive or costly.
Promoting usage
When rolling out an EAP, you'll need to clearly explain the
program's purpose and how it works — especially how employees can access it.
You want to create an environment in which workers are always aware that free
and confidential mental health care and other resources are available.
After making the initial announcement, keep the EAP top of mind
by distributing its contact information and crisis resources through channels
employees are likely to see. These may include jobsite posters, flyers in break
areas or the job trailer, and occasional text or email messages. Provide a
thorough explanation on your internal website as well. You should also cover it
during new-hire training and remind workers about your EAP periodically during
toolbox talks, daily huddles or other jobsite meetings.
In addition, train supervisors to recognize potential warning
signs and respond appropriately by directing employees to available resources
rather than trying to diagnose or counsel them. Following a serious accident or
other traumatic workplace event, remind affected employees how to access the
EAP and other available support.
Meeting your objectives
No employer can completely prevent mental health struggles,
substance misuse or other personal challenges — and this certainly holds true
for construction businesses. But a well-structured and carefully implemented
EAP can give your employees access to help when they need it. Contact us to
discuss whether one of these programs makes financial sense for your business
and how it could fit into your broader safety and workforce objectives.
