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[Employee assistance program].
Satoru Shima1, Katsutoshi Tanaka, Sayo Ohba
1Tokyo Keizai University.
Summary
Employee Assistance Programs (EAP) are increasingly recognized in Japan for mental health and risk management. While evidence suggests EAPs are cost-effective, further research is needed to ensure service standardization and quality assurance.
Area of Science:
- Occupational Health
- Psychology
- Human Resources Management
Context:
- Employee Assistance Programs (EAP) have gained significant traction in Japan.
- Initially focused on addiction, EAPs now encompass broader mental health, marital, legal, and financial issues.
- Employers increasingly view EAPs as crucial for risk management and outsourcing mental health services due to rising workplace mental health concerns.
Purpose:
- To explore the evolution and current landscape of EAPs in Japan.
- To highlight the drivers behind employer interest in EAPs, including risk management and mental health service outsourcing.
- To identify key challenges and future directions for EAP development in Japan, focusing on standardization and quality assurance.
Summary:
- EAPs have expanded from addiction treatment to comprehensive support, driven by workplace mental health needs and regulatory guidelines.
- Four EAP models exist: internal, external, combination, and consortium, with core functions including problem identification and crisis intervention.
- Available data indicate EAPs are cost-effective, but robust studies are needed. Standardization and professional training are critical for Japanese EAPs.
Impact:
- The growing recognition of EAPs in Japan is influenced by guidelines on mental health compensation and promotion in the workplace.
- Addressing the need for standardization and quality assurance in Japanese EAPs requires the development of effective professional training systems.
- Further research into the cost-benefit analysis of EAPs is essential to solidify their value proposition in occupational health settings.