Learn about actual and potential costs
How much should I pay for Employee Assistance Programs?
What is the average price of Employee Assistance Programs?
This procurement report includes pricing information to help you purchase Employee Assistance Programs. Our analysts provide a benchmark price and a price range based on key pricing factors to help you understand what you should be paying for this specific product or service. To see the average price for this and hundreds of other products and services, subscribe to ProcurementIQ.
Has the price of Employee Assistance Programs been rising or falling?
Analysts look at market data from the previous three years to determine an overall price trend. You can use the recent price trends to help you understand price volatility and plan your budget.
I’m not ready to purchase Employee Assistance Programs yet. Will I pay more if I wait too long?
We forecast the next three years of price movements by looking at factors likely to affect the market's supply chain, such as inputs, demand and competition. You can then use the price forecast to figure out the best time to purchase.
What other costs are associated with purchasing Employee Assistance Programs?
Our analysts calculate the total cost of ownership and assign a level of low, moderate or high, depending on things like customization, integration and installation. Use this information to budget for Employee Assistance Programs with a reduced risk of unexpected costs.
See how we display average pricing information, trends and market data.
Find the vendor to meet your needs
Where can I purchase Employee Assistance Programs?
The top four providers of EAPs account for less than 30.0% of total market revenue, thus signaling a low level of market share concentration. High fragmentation primarily stems from a lack of specialization among the roughly 6,500 providers of EAPs in the United States. Vendors have difficulty differentiating their services... Subscribe to learn more.
Questions to ask potential suppliers
How can I gain leverage during negotiations?
What type of experience do you have in handling violence and critical situations in the workplace?
How do you encourage managers and supervisors to make referrals for employees at risk?
What types of workshops do you offer that may assist employees in preventing behavioral or health problems in the workplace?
What types of training programs do you offer for managers and supervisors that may reduce or eliminate stressful situations in the workplace?
What qualifications do employees who answer the phone hold?
How do you handle calls after business hours?
What is your average call wait time? How often do callers hang up because their call took too long to be answered?
How do you accommodate 24-hour telephone services for emergency situations, crisis counseling and routine appointments?
How do you address after-hour emergency calls (e.g. from an employee with suicidal thoughts)?
How do you decide to conduct telephone counseling rather than face-to-face services? Is it a replacement or supplement to face-to-face services?
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Key elements for every RFP
What should my Employee Assistance Programs RFP include?
Buyers should state the range of the budget they have for these services.
Buyers should specify which type of pricing model they prefer.
Buyers can reference the Benchmark Price and Total Cost of Ownership sections of this report for assistance in creating a budget.
Buyers should consider the extent of programs and counseling that a supplier offers.
Buyers should assess the level of experience and professionalism of a supplier's practitioners.
Buyers should take into account how successful the provider will be at integrating the EAP into workplace.
Buyers should consider how much knowledge each supplier has about the buyer's specific industry.
For detailed selection criteria requirements, buyers should reference the Buying-Decision Scorecard section of this report.
Buyers should list all relevant dates in the RFP timeline, including submission deadlines, interview dates, award announcement and any other benchmark dates.
Buyers should state the preferred terms of the contract, including length, payment schedule and any other specifications.
Evaluate major factors to mitigate risk
How risky is the Employee Assistance Programs supply chain?
The supply chain risk for EAPs is low. Providers of EAPs primarily require human resources and benefits programs to administer and organize the EAPs. Additionally, they rely on wired telecommunications carriers and data processing and hosting services to provide telephone counseling, maintain digital records and offer online information. However, these... Subscribe to learn more.