What Is An Employee Assistance Program? A Guide To EAPs

An Employee Assistance Program is an advantage program that assists employees with managing individual business-related issues that could influence their work execution, well-being, and general prosperity, whenever left neglected.

Employee Assistance Programs offer assistance to employees encountering different issues, such as monetary assistance, further developing work connections, execution improvement, psychological wellness issues, substance misuse, word-related pressure, or significant life-altering situations.

In addition to the fact that these programs assist employees mentally, they likewise assist them with further developing their commitment levels over the long haul.

An employee assistance program (EAP) is an advantage program that assists employees with individual or business-related issues that might influence their work execution, well-being, and general prosperity. 

EAPs generally offer free and classified evaluations, transient directing, references, and follow-up administrations for employees.

 EAPs assist employees encountering different issues, which frequently incorporate substance misuse, profound trouble, significant life-changing situations (births, mishaps, and passing), word-related pressure, monetary or medical services concerns, and family/individual relationship issues.

What Is An Employee Assistance Program?

An employee assistance program (EAP) is a work-based mediation program intended to assist employees in settling individual issues that might be unfavorably influencing the employee’s exhibition. 

EAPs generally assist laborers with issues like liquor or substance abuse; notwithstanding, most now cover an expansive scope of issues, for example, youngster or senior consideration, relationship challenges, monetary or lawful issues, health matters, and horrible mishaps like working environment viciousness. 

Programs are conveyed at no expense for employees by independent EAP sellers or suppliers who are important for thorough medical coverage plans.

Administrations are frequently conveyed using telephone, video-based directing, internet talking, email cooperation, or eye-to-eye.

An EAP may likewise incorporate a wide exhibit of different administrations, for example, nurture guidance lines, fundamental legitimate assistance, or receive assistance. 

EAP administrations are typically made accessible not exclusively to the employee but also the employee’s companion, youngsters, and non-conjugal accomplice residing in a family similar to the employee.

History of Employee Assistance Programs

The principal EAPs in the US were created during the 1930s as an asset for employees battling liquor abuse. 

Organizations understood that employees performed better when they approached classified assets to treat their drinking and started offering assets as an advantage.

Organizations frequently offer EAPs because expanded admittance to administrations has been displayed to diminish turnover and days off while expanding employee satisfaction.

1 Numerous businesses offer expanded EAP benefits following seasons of pressure or aggregate trauma,2 as we have seen starting from the beginning of the Coronavirus pandemic.

Types of Employee Assistance Programs

Organizations can create inside EAPs or offer outer EAPs. An inward EAP is a point at which an organization utilizes suppliers to offer EAP administrations to their employees, and an outer 

EAP utilizes suppliers not partnered with the association. Insights concerning the advantages and disadvantages of these two sorts of EAPs are recorded in the tables beneath.

Internal EAPs


  • Suppliers have inner information on the organization and can more readily comprehend and connect with employee stressors and concerns.
  • The advisor could have more ability to demand facilities for employees if fitting.
  • Suppliers utilized by the association might have quicker and more adaptable accessibility.
  • Employees don’t have to track down reference data.


  • Suppliers could work with employees as opposed to employees and their families.
  • Employees may be reluctant to converse with a specialist utilized at their organization.
  • Employees can’t pick their advisor on the off chance that they have explicit requirements.
  • Organizations probably won’t utilize different suppliers or those prepared in different judgments and mediations.

External EAPs


  • Employees can, all the more, without hesitation, believe that classification will be kept up with
  • Suppliers could appear to be fairer as an external source as opposed to an individual employee.
  • Employees can pick any specialist who will acknowledge their EAP installment.
  • Companions or kids can exploit the EAP all the more without any problem.
  • Outside EAP suppliers could keep seeing you for a sliding scale rate after you utilize your EAP meetings


  • Numerous suppliers don’t acknowledge EAP plans.
  • Employees need to track down their suppliers.
  • Numerous suppliers don’t have quick openings.
  • The organization does not review suppliers for quality.

There are likewise associations that explicitly offer EAP meetings. These organizations utilize or contract with specialists to give care and organizations that need to offer EAPs to their employees.

On this occasion, your advisor wouldn’t be straightforwardly utilized by your chief.

In any case, contingent upon their agreement, the specialist probably won’t bring the adaptability to the table for your progressing care if you might want to proceed with treatment in the wake of utilizing your EAP meetings.

The Most effective method to Utilize Your Employee Assistance Program

Your boss (or the business of the relative whose benefits you use) ought to give data about the advantages accessible to you. 

The organization’s HR division ought to have insights concerning the number of meetings covered, who in your family can utilize the EAP, and suppliers you can see with your EAP.

With an interior EAP, the HR division can place you in contact with the specialist or advisors utilized by the organization to assist you with beginning and timetable your most memorable meeting.

At the point when You Could Profit from Utilizing Your Employee Assistance Program

Since EAPs incorporate a set number of meetings, specialists seeing clients through an EAP frequently center around present moment, explicit treatment objectives. Hypothetical directions that loan themselves to more limited treatment lengths include:

  • Solution-Centered Treatment: This approach includes recognizing a reachable, explicit objective within the client’s control that can be accomplished quickly.
  • Mental Social Treatment: CBT includes recognizing maladaptive or ridiculous idea designs and changing our sentiments and behavior by tending to these contemplations. Treatment plans for CBT can be a present moment where fitting.
  • Qualities-Based Treatment: This sort of treatment includes distinguishing the client’s as of now existing qualities and expanding the effect of these qualities on the client’s life.

Transient treatment approaches can be useful for people managing life stress, changing issues, or needing support in taking care of oneself or adapting abilities.

Disadvantages and Restrictions of Employee Assistance Programs

Since EAPs give a small number of meetings, clients needing long-haul care won’t seek the treatment they need simply by utilizing their EAP. 

If you are encountering maniacal or hyper side effects, moderate to serious burdensome episodes, or outrageous tension, an EAP probably won’t offer an adequate number of meetings to treat your interests or have the accessibility to endorse vital meds. 

Furthermore, assuming you have a critical injury history, an EAP can not give the degree of assistance that you want.

Even though specialists who acknowledge EAPs might have the option to keep seeing many of you have utilized your meetings, changing to one or the other protection or self-pay could prompt surprising expenses, particularly assuming that your medical coverage plan has a high deductible.

EAPs can likewise restrict which specialists you can see. Regardless of whether your manager offers an outer EAP, the specialist with practical experience in your remarkable issue probably won’t acknowledge EAPs as a type of installment.

Moreover, EAPs don’t normally offer extra administrations like drug management.

Despite their restrictions, EAPs offer one more method for getting emotional wellness care without cost to the client.

If your manager offers EAP benefits, it may be advantageous to investigate your choices for getting care.

Advantages of Employee Assistance Program 

Decreased employee truancy

Employees that vibe less esteemed working will more often do whatever it takes not to skip work. Truancy warrants future issues that no association needs to support. 

To lessen non-attendance, associations can introduce Employee Assistance Programs, a cycle that will give associations the experiences and devices to assist employees and their interests.

Support in efficiency

 Individual and expert issues are the essential disruptors of efficiency at work.

This prompts employees to turn out to be less persuaded and imaginative, which hinders the now of work. Associations can do their piece to move these examples by executing EAPs. 

Whether it’s difficulties working, monetary assistance, or clashes inside the work environment, EAPs assist with decreasing superfluous interruptions and assist employees with zeroing in at work.

Positive workplace

 The climate is certainly not solid if an employee is continually worried in the workplace. This prompts a misfortune in efficiency, and employees ultimately leave the association and the unpleasant climate.

Associations that carry out Employee Assistance Programs observe a functioning society where employees are less worried, more faithful to the organization, and have better focus and efficiency.

Decreased turnover

Turnovers have consistently represented a huge danger to associations. It’s expensive and influences income and market presence over the long haul. 

Paying attention to and tending to employee issues can diminish turnover. Employee Assistance Programs might assist at any point in distinguishing issues and give the fundamental arrangements.

Employees feel esteemed that their organization is finding ways to handle the issues they’ve tended to, hence eliciting turnovers.


The program will get some margin to become fruitful inside the association. However, a resource assists employees with managing the regular issues that give them a chance to make them feel better and more efficient. The work area ought to be where employees feel at ease and anticipate being their best.

The right employee assistance programs can be a practical method for adding esteem and further developing employee maintenance. 

When presented close by a medical coverage plan, they offer more thorough assistance for health. 

Employees with assets to oversee stressors, individual issues, and business-related issues are frequently more joyful and useful. It’s a mutually beneficial methodology for long-haul development.


What types of issues can an EAP help employees with?

EAPs can help employees with a wide range of personal and work-related issues, such as stress, anxiety, depression, substance abuse, financial concerns, relationship issues, legal issues, and workplace conflicts.

EAPs can also provide support for employees dealing with traumatic events or critical incidents.

Are EAPs confidential?

Yes, EAPs are confidential. Employees can use EAP services without fear of retaliation or negative consequences.

EAP providers are required to maintain confidentiality and cannot share information about an employee’s use of the service without their consent, except in certain circumstances such as when there is a risk of harm to the employee or others.

How can employers implement an EAP?

Employers can implement an EAP by partnering with an external EAP provider or by creating an internal EAP program.

The implementation process typically involves assessing the needs of employees, selecting an EAP provider, communicating the EAP to employees, and evaluating the effectiveness of the program over time.

Are Employee Assistance Programs only for large companies?

No, Employee Assistance Programs are available for companies of all sizes, from small businesses to large corporations.

How do I know if my company offers an Employee Assistance Program?

Check with your HR department or speak with your manager to find out if your company has an Employee Assistance Program in place.

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