The modern workplace is evolving rapidly; fueled by shifting demands, new technologies, and a growing awareness and need to prioritize employee wellbeing. We’re living in a time when stress, burnout, and disengagement in the workplace are at all-time highs. According to Gallup’s State of the Global Workplace 2025 Report, only 21% of employees globally are engaged at work, and 40% report experiencing daily stress. The economic consequences are staggering. Gallup (2025) estimates that $9.6 trillion (USD) in productivity could be added to the global economy (9% of global GDP), if all workplaces employed fully engaged employees. Not only are fully engaged employees more productive, they tend to be safer and perform at a higher level, too.
One powerful tool for fostering a healthier, more engaged and productive workforce is an EAP—shorthand for an Employee Assistance Program. According to Ryan West, Vice President of Workforce Education and Development for ARCpoint Labs (corporate), Certified Employee Assistance Professional (CEAP), and current President of the Indiana Chapter of the Employee Assistance Professionals Association,
“Wellbeing initiatives shouldn’t just be a ‘check-the-box’ approach to saving on workers’ comp premiums, or a pat-on-the-back component of an organization’s corporate social responsibility. Modern wellbeing programs—true EAPs—should be a part of any organization’s business strategy. It not only makes sense, it also generates cents. It’s quite simple: healthy and happy workers are safer, more productive, and perform at a higher level. Employers truly can optimize worker safety, productivity, and performance when they prioritize worker health and wellbeing.”
Why EAPs Matter Now More Than Ever
Employee Assistance Programs are confidential, employer-sponsored resources that offer short-term counseling, referrals, legal and financial guidance, case management, crisis management, and much, much more. EAPs, when fully leveraged, serve as catalysts for both employee wellbeing and organizational performance. Unfortunately, many EAPs remain underutilized. Stigma, lack of awareness, and fear of confidentiality breaches often prevent employees from seeking help. Research shows that when companies actively promote EAPs, however, usage rates (and positive outcomes) can increase dramatically.
In the 2024 Workplace Outcome Suite© (WOS) Global Report No. 6, Dr. Mark Attridge analyzed data from over 140,000 counseling cases from 2010 to 2022 and found statistically significant improvements in absenteeism, presenteeism, workplace distress, engagement, and life satisfaction post-EAP utilization. The average return on investment? $5.11 (USD) for every $1.00 (USD) spent (Attridge, 2024). Not a bad ROI!
Still, outcomes depend heavily on organizational context. A 2022 study by Bouzikos and colleagues emphasized that EAPs are far more effective when workplaces have a strong Psychosocial Safety Climate (PSC)—that is, when workers believe their psychological health is prioritized by leadership (Bouzikos et al., 2022). Without a supportive culture, even the best, most comprehensive EAPs struggle to achieve their intended impact.
The Workplace as a Lever for Health
Work environments are never neutral; they either support wellbeing or silently sabotage it. According to Adams (2019), the average U.S. adult spends over half of their awake life working. That means the workplace isn’t just a physical or virtual location where people complete assigned tasks—it’s a space of continuous influence, shaping a person’s physical, financial, emotional, social, and psychological health each day.
Roche and colleagues (2019) comment, the workplace “provides an opportunity for sustained exposure to a healthy (or unhealthy) environment” (p. 3), which affects worker engagement, safety, productivity, and performance. By creating environments where employees feel valued, heard, and supported, employers not only improve individual health outcomes but also build organizational resilience, loyalty, and reputation. When employers treat wellbeing as a strategic priority instead of an afterthought, they position themselves as leaders in performance, and employers of choice. In a tight labor market, this can become a major competitive advantage.
Building a System of Support: ARCpoint’s Approach
ARCpoint Labs recognizes that worker (and even organizational) wellbeing requires an integrated approach, and isn’t solved with a single solution. That’s why they offer a comprehensive suite of solutions designed to support employee wellbeing and mitigate risk, while ensuring full compliance with federal, state, and local regulations. Their services include:
- Employee Assistance Programming
- Onsite and Mobile Drug and Alcohol Testing (DOT and non-DOT)
- DOT FMCSA Clearinghouse Services
- DOT Physicals
- Random Program Management
- Background Checks
- Drug & Alcohol Policy Development
- All-Staff and Supervisor Training
- And many more!
Together with a well-promoted EAP, these services form a multi-layered safety net that empowers both employees and organizations to perform at their best. From compliance to care, ARCpoint Labs is your strategic partner in building a culture of workplace wellbeing.
Building a Culture of Wellbeing
True wellbeing goes beyond a one-time stress management workshop or meditation app; it requires a sustained commitment to employee health, driven by leadership and supported by strategy. Here’s how you can begin:
- Normalize Mental Health Conversations
Encourage leaders to model vulnerability, use inclusive language, and actively check in with their teams. Consider inviting guest speakers or offering lunch-and-learns during Mental Health Awareness Month.
- Promote Your EAP Often
Talk about your EAP during onboarding, quarterly town halls, and via weekly email communications. Ensure employees understand what services are available, how to access them, and that usage is confidential.
- Measure Impact and Adapt
Track EAP utilization, conduct employee surveys, and use data to inform your wellbeing strategy. What gets measured gets managed—and ultimately improved!
- Celebrate Awareness Months with Intention
Use the month of May as a springboard to launch new initiatives or refresh existing ones. Consider distributing stress management toolkits, sharing daily mental health tips, or hosting wellness challenges. Many employees love a friendly competition!
A multi-faceted approach is more likely to improve worker satisfaction, and directly impact the bottom line through reduced turnover, fewer absences, lower healthcare costs, and improved productivity and performance.
Elevate Your Strategy with Expert-Led Webinars
To further support employers, ARCpoint frequently hosts webinars led by bona fide experts in their field. Below are two ARCpoint webinars packed with actionable insights:
Empowering Employment: Navigating Mental Health and Substance Abuse Accommodation Obligations in the Workplace
Presented by Shelley M. Jackson, attorney and partner at Krieg DeVault LLP, this session provides HR professionals and business leaders with a clear, accessible roadmap to ADA compliance. Tailored especially for those newer to the topic, Jackson thoughtfully explains how mental health and substance use disorders intersect with ADA, FMLA, and OSHA regulations, and shares practical strategies for balancing employee accommodations with operational realities.
After watching the 60-minute webinar, you’ll gain a better understanding of the importance of confidentiality, documentation, and the interactive process—critical to strengthening your policies and staying compliant. Click here to view the full recording.
Maximizing the Value of an Employee Wellbeing Program
Presented by Ryan West, Vice President of Workforce Education and Development for ARCpoint Labs (corporate) and Certified Employee Assistance Professional (CEAP), this webinar explores why many wellbeing programs—even those with strong ROI potential—often fall short of delivering their full value. West outlines seven actionable strategies to increase engagement, improve communication, and better align wellness offerings with broader business objectives.
Key takeaways include the distinction between “wellness” and “wellbeing,” the importance of prioritizing value over cost, and how effective communication and behavior modeling can drive results. Discover how small shifts in messaging, training, and self-care can unlock the full potential of your EAP. Click here to view the full recording.
Final Thoughts: Your Trusted Partner in Workforce Wellbeing
In today’s rapidly evolving workplace, prioritizing worker wellbeing isn’t just about compliance—it’s a strategic investment in your people and your company’s performance. It’s about building a culture that attracts, retains, and empowers happy and healthy people. Whether you’re revisiting your policies, re-evaluating your EAP, or strengthening your leadership training program, remember this: You are not alone. ARCpoint is here as a trusted partner to help you navigate your organization toward health, compliance, and long-term sustainability.
Let the month of May be more than a calendar event… let it be a catalyst for meaningful, lasting change in your organization.
References
Adams, J. M. (2019). The value of worker well-being. Public Health Reports, 134(6), 583–586. https://doi.org/10.1177/0033354919878434
Attridge, M. (2024). Workplace Outcome Suite© (WOS) EAP Industry Global Report No. 6: Use and Effectiveness for Over 140,000 Counseling Cases from 2010 to 2022. [White paper]. TELUS Health & Employee Assistance Professionals Association (EAPA).
Bouzikos, S., Afsharian, A., Dollard, M., & Brecht, O. (2022). Contextualising the effectiveness of an Employee Assistance Program intervention on psychological health: The role of corporate climate. International Journal of Environmental Research and Public Health, 19(9), 1-15. https://doi.org/10.3390/ijerph19095067
Gallup. (2025). State of the Global Workplace 2025 Report. Gallup, Inc. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
Roche, A., Kostadinov, V., McEntee, A., Allan, J., Meumann, N., & McLaughlin, L. (2019). Evaluation of a workshop to address drugs and alcohol in the workplace. International Journal of Workplace Health Management, 12(1), 2-14. https://doi.org/10.1108/IJWHM-05-2018-0064