Unknown User2
[EAP Implementation Case] Logistics Center Shift Work Stress Support
2026.05.29 09:59
Views 13Likes 3Scraps 2
HR managers reviewing EAP implementation cases must consider fatigue, sleep issues, and managerial burden in shift work organizations. During the 10 weeks it took for awareness to rise from 18% to 63%, what changed was not the counseling system, but the method of guidance.
We sent out a notice, but no one on the ground knows.
This is what HR hears most often when EAP implementation fails to work in shift work organizations. Even when announcements are sent via email, night shift workers do not check them, and time passes while they cannot find a way to schedule a consultation.
Company C's HR started from this problem. Instead of asking, "How can we explain it better?", they first asked, "Is it designed in a way that shift workers can actually access?"
Background of Introduction: A logistics center with 600 employees where night and shift work is the norm
Company C is a distribution company operating a large logistics center in the metropolitan area. During the peak season, night and weekend work increased, and on-site managers had to simultaneously manage absenteeism, tardiness, internal team conflicts, and concerns about safety accidents.
HR determined that it was difficult to identify the actual difficulties faced by shift workers with existing welfare systems alone. In particular, the problem was that logistics center employees had lower access to internal announcements than office workers, and due to differing working hours, it was structurally difficult to schedule consultations even if they were aware of the service.
4-Step Operation Method That Increased Awareness by More Than Three Times
Step 1 — Ensuring accessibility through mobile-centric guidance
We created a simple information page that can be checked directly on mobile devices instead of internal email. We simplified the reservation process to within two clicks and simultaneously distributed the information to on-site bulletin boards and administrator shared materials.
Phase 2 — Securing remote consultation hours available to night shift workers
Consultation scheduling based on daytime business hours is a system that is virtually unusable for night shift workers. We have expanded the available time slots for non-face-to-face consultations to create a structure that allows night and shift workers to actually make reservations.
Step 3 — Provide "Fatigue Signals + Connecting Sentences" to the Manager
Managers do not need to be their team members' counselors. However, they must know how to guide them to the EAP channel when signs of fatigue are detected. HR has provided managers with short connecting phrases that can be used in various situations.
Step 4 — Distribution of sleep and stress content before and after peak season
We distributed short content around the peak season addressing the sleep problems, fatigue, family conflicts, and decreased concentration actually experienced by shift workers. The goal was to shift the perception of EAP from being a channel used only during crises to one of everyday support.
HR analyzed usage trends based on anonymity and aggregation criteria, rather than individual consultation content, and reflected this in the operational plan for the next peak season.
Figures changed after 10 weeks
| characteristic | Before introduction | 10 weeks after introduction |
|---|---|---|
| EAP awareness | 18% | 63% |
| Non-face-to-face consultation usage rate | Unmeasured | 71% of total consultations |
| Utilization rate of administrator guide materials | 0% | 58% |
| Proportion of sleep and fatigue-related consultations | Unmeasured | 32% of total consultations |
| User satisfaction | Unmeasured | 4.3 / 5.0 |
Non-face-to-face consultations accounted for 71% of total consultations. This figure demonstrates how directly non-face-to-face accessibility affects usage rates in shift work organizations.
The biggest change according to HR managers
For shift work organizations, even if a counseling system is introduced, it is difficult to use if the timing does not align. By operating non-face-to-face counseling along with manager guidance, field personnel accepted the system as a more realistic support channel.
It is not just a problem of distribution and logistics.
Organizations with shift work, such as hospitals, manufacturing, security, and call centers, require different EAP notification methods starting from the outset. Relying solely on email notifications designed for general office workers may result in poor accessibility.
There are two key factors to increasing utilization rates in shift work organizations: simplifying the reservation process and equipping managers with wording that allows them to guide consultations as guidance rather than coercion.
Things to check first before applying to our organization
- Did you check the available consultation times for shift workers?
- Have you prepared mobile-centric guides and a simplified reservation path?
- Did you provide the manager with fatigue signal response sentences?
- Have you prepared content related to sleep, fatigue, and family conflict?
- Have you checked the scope of the usage status report based on anonymous and aggregate criteria?
Case Summary
| item | detail |
|---|---|
| industry | Distribution and Logistics |
| Organizational size | Logistics center with approximately 600 employees |
| Problem situation | Night and shift work fatigue, sleep problems, and managerial burden |
| Operating method | Mobile guide, non-face-to-face consultation, administrator connection sentence, sleep and stress content |
| Performance indicators | Awareness 18%→63%, non-face-to-face consultation 71%, manager utilization rate 58% |
If it is an organization in a similar environment
EAP operations for shift work organizations must be designed differently from those for general office workers. To ensure actual utilization, you must prepare everything together, including available counseling hours, mobile guidance, messages to connect you to a manager, and content related to sleep and fatigue.
👉 Inquire about EAP Implementation →
👉 See more operational examples →
This content is a case study reconstructed based on an actual operating environment to aid understanding and is intended for general informational purposes only. Performance figures are examples, and actual results may vary depending on the organizational environment.
#EAPImplementationCase #LogisticsCenter #ShiftWork #NightWork #JobStress #EmployeeCounseling #CorporateCounseling
Related Posts
3
0
Comments2