October 2003   In This Issue...   Front Page   Argentina   Canada   Europe   Finland   Hong Kong   Ireland   South Africa Regulatory   Update Research   Review Interact   Survey Questions   Member Exchange     Forum Feedback	Europe: Conditions Are Ripe for EAPs Richard Hopkins, Managing Director, Dovedale Counselling, London, England EAPs first developed in English-speaking countries, such as the United States, Canada, Australia, the United Kingdom, and Ireland. In recent years, they have become more widely available in non-English speaking countries in Latin America and Southeast Asia as well as South Africa. But thus far, EAP development in continental Europe has been extremely patchy and is virtually non-existent in many countries. In my opinion, this situation is about to change. Europe now meets the three main conditions that drive the development of EAPs: (1) A long-established corporate welfare tradition - Many European employers have a long tradition of supporting employees and their families. This support has been supplanted by occupational health service professionals and occupational social workers, particularly in Germany and France. Although occupational social work focuses primarily on individuals, much of it will be familiar to EA professionals. (2) The influence of multinationals - Some multinational corporations (mainly U.S.-based) have been very influential in creating a climate within which EA work can be performed. This has been the case to some extent in continental Europe, but mostly elsewhere. EA services initially were provided for expatriates only, but in recent years have been extended to include local employees and their families. This, in turn, has led to the development of international and local external providers in a number of nations in continental Europe, notably Holland, Belgium, Switzerland, and some Scandinavian countries. (3) Public policy on mental health in the workplace - Although mental health issues have long been a component of health and safety in the workplace, employers have focused primarily on meeting their legal and duty-of-care obligations to provide physically healthy workplaces. This emphasis has now begun to shift toward the creation and maintenance of mentally healthy workplaces. In some instances, this shift has been driven by litigation (employees successfully suing employers for stress liability); in others, by the growing threat of legislation to enforce development of effective mental health management in the workplace, including stress management strategies. There is also growing international acceptance of the cost to employers of stress-related absenteeism. Europe has also recognized this cost, thanks to publicity campaigns by the European Agency for Safety and Health at Work (www.europe.osha.eu.int) and the European Network for Workplace Health Promotion (www.enwhp.org). Despite these developments, employers in continental Europe remain stubbornly resistant to the concept of EAPs. A “we can cope” management culture exists, reinforced by an ignorance of counseling’s benefits and its relevance to business and a dearth of European-relevant research to build the business case for EAPs. The marketplace for EAP providers is not well developed, in large part because no effort has been made to build awareness of EAPs and educate potential purchasers. Sluggish economic conditions also have not been conducive to EAP growth. Still, things are changing. The EA European Forum held its second meeting in Copenhagen, Denmark, in mid-June to discuss how to shape the future of EA work in Europe. Approximately 20 countries were represented by 50-plus delegates (for more information about this meeting, please e-mail me at richardh@dovedale.co.uk ). There are now three EAPA chapters in Europe (in the United Kingdom, Ireland, and Greece), and Europe now represents the fastest-growing membership area in EAPA. Work-related stress and absence management are key issues for an increasing number of continental European employers. It is only a matter of time before the link is made between these concerns, other key performance management initiatives, and EAPs. The time for European EAPs has come--and they are definitely here to stay! DISCUSSION (Member Exchange Forum)   Back Issues   Top of Page   Contact EAPA   © 2003 Exhange On-Line is a publication of the Employee Assistance Professionals Association, Inc. (EAPA). Reproduction in whole or in part without written permission is expressly prohibited. Publication of bylined articles does not constitute endorsement of personal views of authors. Appearance of paid advertisements does not constitute endorsement by EAPA.	Vol. 1    No. 2