Cost savings from workplace services are reflected in the following areas:

When employees have help from an integrated work-life and employee assistance program, there is significant improvement in:

Work attendance 27%
Work performance 33%
Personal stress management 44%

University of Maryland, School of Social Work in cooperation with Ceridian, 2000

Tardiness and absenteeism are two of the best indicators of troubled employees. Accidents, insurance costs, disciplinary actions and grievances are all higher for these employees. One study found that 21% of unscheduled absences were due to family issues, 20% to personal needs and %5 were due to stress. Employers realize that they can reduce unscheduled absences by providing programs that help employees balance work and family.

CCH Incorporated and Harris Interactive, 2000

Claims for gradual mental stress, resulting from a difficulty coping with the challenges of balancing work and family demands, account for approximately 15 percent of all worker’s compensation claims.

HR Magazine, 1997

It is estimated that employee absences cost employers $340 billion in 2000. Many are absent from work every day due to stress-related disorders. The overall direct costs of employee absences together can exceed 20% of payroll.

UNUM Perspective, 2001

Using a 2000 salary survey, the average turnover of a non-exempt employee can cost an employer $12,000-$15,000. It becomes easy to see that saving only a few employees from termination will more than pay for program services.