The concept of Employee Assistance Programmes or EAPs originated in the United States in the 1960s.

Though it was slow to catch up in other parts of the world, EAPs now form an integral part of the welfare services provided by an organization. Apart from internal counselling services that an organization provides there are external agencies which provide EAP services. Usually they are made available on a contractual basis wherein there is a 24-hour helpline which provides access to counselling for an employee and his family on various issues like financial, legal, employment, marital problems, drug, alcohol abuse, psycological problems, stress etc.Wherein long term treatment is required, an organization may directly refer an employee to an external agency or State welfare services.

Additional services by EAP providers include worshops and seminars on particular problems more prevalent in an organization, training of line managers and staff as well as providing required literature. The cost incurred  for these services is usually charged at a per capita rate otherwise according to take-up which could be about 25% of the workforce.

Confidentiality is guaranteed as a must to all clients and organizations and it is one of the reasons for the high success rate of external EAP providers. Employers are provided with a periodic statistical report based on type of problem, sex, department, seniority and also comparable average statistics of similiar organizations.

The main types of services that constitute Group Welfare are restaurants, sports facilities, social clubs and child care facilities. Many organizations support benevolent trusts which in time of need support by providing finance or additional help too.

Childcare facilities like providing a nursery, creches, flexibility in timings are useful for retaining and even attracting parents who would otherwise not be willing to work on a full-time basis or even part-time.

Restaurant facilities are almost always welcome especially where there is a reasonablly sized workforce or little choice of good eating facilities available in the vicinity. Lunch vouchers also provide for some consolation!

Sports facilities are usually difficult to develop because they may not be in the interest of the masses as not everyone is a sports enthusiast and may prefer provision of other services over a ground/playing provision. Also considering the large investment involved, an organization may be wary of sharing its facilities with the local people in that particular area. Besides people may not want to travel certain distance if they have even similiar facilities nearby or may not have/develop feelings of loyalty towards the organization. Sports Clubs are usually supported by small cliques who let the enthusiastic people get on with what they’re doing and don’t bother too much with the feelings or loyalties towards the club, apart from their own circle.

Social Clubs face the same set of arguments especially due to the large costs involved. If such facilities are readily available within an organization they should be made easily available else clubs are ususally run by people who are enthusiastic about them and can manage their own funds.

Such facilities require prior consultation before being set-up, likelihood of being used by a reasonable number of people regularly and self-governance after being set-up.

Individual or Personal welfare management deals with provision of welfare services for the causes below-

• Work-related problems: Any issues arising in the workplace are ideally settled by an employee having a discussion with his line manager. However, at times there could a need for third party counselling as an employee may want to discuss interpersonal relations or even inadequecy & may not be very comfortable relieving himself infront of these people worked with daily. Hence, it is good to have a provision for counselling services which maintain utmost confidentiality and suggest ways to help an employee help himself better as well as not giving personal opinions on other people involved.
•  Domestic Problems: Employees spend a majority of their time at work and hence it is but natural for them to bring to office their domestic affairs which may possibly hamper their productivity. Just talking about the issues on one’s mind apart from work can help an employee feel better and with ways to help himself suggested by a counselling department can not only make the worker feel more loyal towards the organization but also want to lend support to peers facing similiar problems. Hence, providing internal counselling services which help gain guidance to get out of debt, provide marriage counselling or suggest expert advice to sort out family affairs can go a long way in increasing motivation and employee effectiveness.
• Sickness: Welfare services in this case aim to provide help and advice to employees who have been missing from work since long periods of time due to some illness. The social reason behind doing so is to provide support and counsel wherein a need exists, allievate loneliness or putting in touch with suitable organizations and there is no aid from the state or from the employee’s family. The practical reason of course is to see an employee back at work as soon as possible.  However, care should be taken that the gesture is not overdone by not contacting an employee for at least 10 days since the absence or incase sick leave for a year has been exhausted. Then also the interaction should be started by mailing a letter with general good wishes asking if any support is needed. This should be done preferably by the line manager, sending along a self addressed stamped envelope to ease the reply process. There may be cases wherein no response is received from the employees side due to reluctance and then a decision has to be taken by the management whether a visit should be arranged based on facts about the employee and his/her circumstances. Visits can be made by the line manager/colleague/HR officer/specialised welfare officer or even retired employees whose services can be used.
• Coming-of-age or Retirement problems: Retired employees particularly those that have held long periods of service in an organization deserve the interest of their employer. Some organizations have special provisions and work areas already assigned for their elderly employees which may make them a bit too aware of the treatment being given or overly dependent on those services but such provisions are meant to help. Health & Safety services in such cases have to be taken particular care of so that an employee’s age does not enhance danger of accidents or industrial disease. Apart from this sick-visiting & social occasions are also provided. Preparation for retirement is also a valuable service provided by an employer. This may be done by holding special pre-retirement courses during working hours or providing advise on facilities that local authorities provide.
• Bereavement: During this time an employee can do with all the help and advice possible. State Welfare services might not be able to extend too much help wherein families are non-existant but established welfare services in industry and public sector attach a lot of importance to getting the bereaved employee/widow/widower in touch with the right organizations, dealing with funeral arrangements, will and probate matters.

Welfare Management deals with provision of welfare services in two categories-

1. Individual/Personal services
2. Group services

Individual/Personal services require a personal casework wherein a need is established and an analysis makes it clear that help is required which is best given by the welfare service available. It is best to have specialised welfare officers so that they are different from line management and an employee is provided with utmost confidentiality and the trust that it is not going to stand in his/her future career in any way. Welfare action in this case is based on diengagement such that once the employee is able to stand on his own feet there would be no further action taken. It does not rule out any follow-ups but only in lieu of the plan of implementation and not provide additional help unless absolutely mandatory. Emergency action might also be taken in cases by the individual, if necessary.

Examples include: sickness, counselling, bereavement, domestic problems, special services for elderly or retired employees, other employment problems etc

Group services are implemented when having certain facilities or activities is considered good for the morale of the workforce and believed to lead to increased motivation and productivity. Generally there is no evidence in such a case and the facilities should be shared in an agreed and controlled manner with the local community. Also group services usually involve a lot of cost and should be provided only if there is a real demand incase of a lack of local facilities or a very strong community spirit associated with it.

Examples include: Social clubs, sports centres, restaurants etc.

Child-care facilities could come under either of the above 2 categories, though are best provided for individual employees but on a collective basis.

Welfare Management deals with the provision of welfare services to employees which may not be immediately connected to their job but be part of the workplace as people spend more than half of the time of weekdays at work or travelling to and fro for work. It deals with entitlement of full human being rights to every employee as they have personal needs and hopes and carry home mentally to work & work mentally to home.

Although it has been argued that State Welfare services are already available for those who need them and why something like a huge sports area or other facility should be made available when a minute portion of the staff is going to use it and would cause not only expense to an organization but also prevent some other community facility from being developed, the case for providing welfare services arises from the the concept that it is the social responsibility of an organization to provide for more than just pay, but also benefits and healthy & safe places of work for its employees, and also because many of the personal problems in an employee’s life maybe a result of work responsibilities/peers from the workplace.

Though welfare management may not be directly responsible for motivation it sure can be responsible for preventing decreased productivity. Also having a good welfare management system in place does give an employer an image of being concerned and could lead to employee retention.