Historical Development of Employee Assistance Programmes

From Evolution

1940's
EAPs emerge during the Second World War as a means to support the influx of female workers into the workplace to support the war effort. EAPs provided welfare plans to meet the new social needs of employees.

1960's
EAPs shifted to address specific and identified workplace problems, i.e. alcohol and drug addiction.

1980's
The UK starts to take the lead in EAP development - focus on adding a wider range of 'bolt-on' services for employees. More Human Resource based.

1990's
Reposition of EAPs as a Behaviour Risk Management tool, shifting away from the people side of business to a risk assessment model. More Management based.

2000's
Reaction to the Behaviour Risk Management model and shift back to a solution-focused model of reactive employee welfare support and proactive problem reduction management. More People centred.

To Resolution

Now EAPs must offer more than a reactive response. Organisations demand much more from their provider. EAPs weave their way into the fabric of organisational life, not as a 'bolt-on' lifestyle accessory but as a means to maximise productivity and minimise down-time.

Calma work collaboratively and in consultation with Human Resources, Welfare, Occupational Health, Health & Safety and Unions - valuing their unique remit and role in the organisation.