Promoting workplace psychological wellbeing: evaluation of a multidisciplinary Employee Assistance Program at a tertiary hospital in Asia.

Nursing staff formed the largest proportion of EAP participants.

• Data from a total of 39 EAP participants were analyzed.
• Nursing staff comprised 51.3% of staff who utilized the EAP.
• The study period ran from 01 January 2024 to 30 April 2025.
• The EAP was implemented at a tertiary hospital in Singapore.

Departmental referral was the most common route of access to the EAP, followed equally by self-referral and peer-supporter referral.

• Referral by the staff's department accounted for 43.6% of EAP access.
• Self-referral accounted for 23.1% of access.
• Referral by a peer-supporter also accounted for 23.1% of access.
• Multiple referral pathways were available within the multidisciplinary program structure.

Work-related stressors were the most common reason for EAP attendance.

• Work-related stressors accounted for 48.7% of reasons for EAP attendance.
• The finding was based on 39 EAP participants analyzed over the study period.
• The EAP included Occupational Medicine Physicians, Psychiatrists, Psychologists, and Human Resource Professionals.

EAP participation was associated with a statistically significant improvement in psychosocial wellbeing as measured by the PHQ-4.

• A statistically significant decrease between the median pre-EAP PHQ-4 score (7) and median post-EAP PHQ-4 score (2) was noted.
• The Patient Health Questionnaire-4 (PHQ-4) was used as an objective clinical questionnaire to measure psychosocial wellbeing.
• The study used anonymous longitudinal data collected from all participants enrolled in the EAP.
• The median PHQ-4 score decreased by 5 points from pre- to post-EAP assessment.

The majority of EAP participants were able to return to work following program participation.

• 59% of EAP participants were able to return to work.
• This outcome was measured across 39 participants enrolled between 01 January 2024 and 30 April 2025.
• Return to work was reported as one of the key effectiveness outcomes of the EAP evaluation.

The estimated average running cost to sustain the EAP was $648.48 per participating staff.

• An estimated average running cost of $648.48 per participating staff was required to sustain the program.
• The EAP was described as insourced and multidisciplinary.
• Cost was reported as one dimension within the health service evaluation framework used.
• The evaluation analyzed the EAP across five dimensions: Reach and Adoption, Effectiveness, Implementation, and Maintenance.

This study represents the first longitudinal evaluation of an EAP described in Southeast Asia.

• The authors state this is 'the first longitudinal study in Southeast Asia describing the evaluation of an EAP.'
• The study utilized a health service evaluation framework.
• The authors propose that the evaluation methods and outcomes described 'provide a framework for companies and human resources departments to review ongoing EAPs.'
• The study analyzed anonymous longitudinal data of all participants enrolled over a 16-month period.