What is an Employee Assistance Program (EAP)?
Employees can experience work stress, relationship difficulties, family pressures, financial concerns and other challenges that affect their wellbeing. An Employee Assistance Program (EAP) provides confidential, professional support to help employees work through personal or work-related concerns before they escalate.
An EAP is an employer-funded support service delivered by an independent provider. It gives employees access to professional support for issues that may affect their mental health, wellbeing, relationships or ability to cope at work and at home.
Importantly, you don't need to be in crisis to use an EAP. Everyone struggles from time to time, and talking to someone can help employees gain perspective, work through a concern and find practical ways forward.
What can an EAP help with?
An EAP can provide support across a broad range of personal and workplace issues, including:
emotional stress and mental health concerns
workplace conflict and difficult behaviours
organisational change and redundancy
critical work incidents and traumatic events
relationship and family issues
grief, loss and bereavement
addictions and other behaviours that may be affecting wellbeing
confidence, motivation and resilience
stress management and mindfulness strategies
caregiver stress.
The types of support available will depend on the EAP provider and the arrangements in place with the employer. Employees should be given clear information about what the service provides, who can access it and how to make contact.
Why do employers provide an EAP?
An EAP can be an important part of a broader workplace wellbeing strategy. It gives employees an additional pathway to professional support when personal or workplace concerns are affecting their wellbeing.
For employers, an EAP can complement good HR practices, manager capability, employee wellbeing initiatives and systems for managing workplace risks. It can also provide early support when an employee is experiencing difficulties, rather than waiting until concerns become more serious.
However, an EAP is not a substitute for managing workplace risks or addressing problems in the workplace itself. Employers have obligations under work health and safety laws to manage psychosocial risks in the workplace, and an EAP should form part of a broader approach to workplace wellbeing and risk management.
For more information, see our guide to mentally healthy workplaces.
You don't need to be in crisis to seek support
One of the most important messages employers can communicate about an EAP is that employees don't need to wait until they are in crisis.
Early support can help someone gain perspective, understand what they are experiencing and consider practical ways forward. It may also help employees develop strategies for managing stress, relationships, change or other challenges before they have a greater impact on their wellbeing or work.
Managers and leaders can play an important role by making employees aware of the EAP and encouraging them to access appropriate support. They should not attempt to provide counselling or diagnose an employee's concerns themselves.
What does Workplace Plus EAP provide?
Workplace Plus provides a holistic, fully integrated EAP incorporating mental, emotional and physical health education and professional support.
Support can address both workplace and personal concerns, including organisational change, workplace conflict, difficult behaviours, relationship issues, grief and loss, stress, resilience and critical work incidents.
The EAP can also provide support to senior managers and business owners, recognising that workplace pressures and personal challenges can affect people at every level of an organisation.
Making sure employees know about their EAP
Simply having an EAP available does not mean employees will automatically use it. Clear communication helps employees understand what the service is, what it can help with and how they can access support.
Workplace Plus also provides an Accessing Support information session for organisations using our EAP. The session helps managers and employees understand the EAP, its benefits and how to access the service.
Regularly reminding employees about the EAP can also help normalise support-seeking and make the service easier to access when it is needed.
Employers should also make sure information about the EAP accurately explains confidentiality and any relevant limits or exceptions, based on the provider's arrangements.
EAP and workplace wellbeing
An EAP can be a valuable part of a workplace wellbeing strategy, but it works best alongside good workplace practices.
Supporting employee wellbeing involves more than providing access to a counselling service. Employers should also consider work design, workloads, management practices, workplace relationships, consultation, psychological safety and how concerns are identified and addressed.
Workplace Plus can help employers build practical workplace wellbeing strategies and provide professional EAP support for employees, managers and leaders.
Need support with your workplace wellbeing strategy or EAP? Contact us today.
