An employee assistance program (EAP), if offered by your employer, provides a fantastic mental health resource within the organization. Employees can get mental health support for personal or work-related issues, and the firm benefits by supporting staff with free, confidential counseling, assessments, and family support. That results in a mentally healthy culture with optimized employee productivity.
What Is an Employee Assistance Program (EAP)?
Employee assistance programs (EAPs) are services offered by an employer that typically offer free and confidential counseling, assessments, and other services for employees. EAP counselors may work with supervisors to address workplace interpersonal, performance issues, and reasonable accommodations. EAPs support workers exploring mental and behavioral healthcare options for themselves and family members. They typically offer a limited number of therapy visits for any singular issue.
Who Gets an EAP & Who Can Use It?
EAPs are provided by employers for their staff. An EAP, similar to health insurance for mental health, isn’t something you can purchase for your family directly unless you run a business. Over 50% of all US businesses provide an EAP to their staff. However, EAP programs are less likely to be available to smaller employers (1-49 employees).2 The good news is, if you have access to an EAP it can assist you with a large variety of mental and behavioral health needs, including family therapy, marriage counseling, and more.
Does an EAP Cost Me Anything?
If your company provides an EAP, it will cost you nothing to use it. However, most EAPs limit the number of therapy visits you can have per mental or behavioral health issue. For example, if you have a work-related stress issue one month and then child behavioral issues the next month, each issue is provided the same number of visits free.
If you need more support after your free visits, your EAP therapist can provide you with a referral to a long-term provider tailored to your specific needs, which may be covered by your insurance program but would not be part of your EAP benefits.
How Does Employee Assistance Program Counseling Work?
Unlike traditional health insurance for mental health which may have a waiting period, most EAPs are available from day one with your employer. As soon as you receive your onboarding and have access to the EAP phone number, you can call for support.
An EAP covers a variety of interpersonal and business-related counseling and therapy. Some EAPs can reduce your family stress by providing legal support or financial counseling as well as therapy for depression, anxiety, and substance abuse, which are common in the workplace. In addition, the EAP care extends to your spouse and family.
According to the Society for Human Resources Management (SHRM), you can find out exactly what services your company’s EAP provides by asking your HR representative or viewing the brochure printed by the EAP provider. Some EAP providers also offer an online website. If you’re struggling to determine what is offered, you can also contact the EAP by phone.
What Kinds of Treatments Are Offered?
Examples of the kinds of confidential mental health support most EAPs provide:
- 24-Hour crisis telephone line
- Mental health assessments
- Counseling appointments
- Referral services (with tracking and follow up)
- Workplace crisis management
- Substance abuse support
- Family-related issues
- Confidential record keeping
- Workplace-related conflicts, stress, and trauma
- Anxiety and depression
- Grief or loss
- Romantic relationship challenges
- Stress at home
- Career obstacles
- Achieving personal growth
- Building a social support network
Who Provides the Treatments?
EAP services are provided by licensed therapists and mental health care professionals who typically have at least a Master’s degree. Many have earned a Certified Employee Assistance Professional credential (CEAP). Or, they may have medical or advanced degrees in psychology, psychiatry, or psychiatric nurse practitioners.
Types of EAP Counseling & Therapy Services
There are two core types of EAP services available: Internal EAPs and External EAPs. Both come with different types of benefits and limits, however both are still very helpful in getting you to a more consistent type of service you may need.
Internal EAPs
Internal EAP programs involve someone on staff with your employer who is on-site to help with employee issues. This staff person is likely in the same office space as others and can provide immediate support and intervention when needed. They can be a good resource to help set up special accommodations, however these services may only apply for employees and not their families. It can also be a service some may be more reluctant to utilize—employees may feel concerned about confidentiality as these EAP staff are employed under the same company.
| Pros of Internal EAP Programs: | Cons of Internal EAP Programs: |
|---|---|
| Providers understand the unique stressors and concerns related to the company and employees | Counselors/therapists may only work with employees, not their families |
| The counselor/therapist may have more authority to request special accommodations for employees | The providers are not typically trained to handle a wide variety of concerns or in multiple therapeutic approaches |
| Counselors/therapists may have more flexibility and/or availability | Employees may be nervous or apprehensive about discussing private information with a company-hired provider |
| Providers do not require referral information | Employees cannot choose their therapist |
External EAPs
External EAP programs are those that have off-site, third-party representatives who serve as the EAP professional. This adds a layer of assurance that client information will remain confidential compared to internal programs. However, these EAP programs may take longer to access as there is a process that you have to go through to get connected with someone. External EAP programs typically offer a number you can call and you reach a general intake line.
| Pros of External EAP Programs: | Cons of External EAP Programs: |
|---|---|
| Employees can trust the confidentiality of sessions more so than internal EAP services | Many therapists/counselors may not accept EAP benefits |
| Employees can choose a particular therapist who accepts EAP benefits | Employees need to locate and choose a provider |
| Family members can more easily partake in counseling services | Therapists/counselors may not be ready to immediately take new clients |
| Therapist/counselors may seem more unbiased than those offered by a company | Providers are not recommended or vetted by the employee’s company |
| After EAP benefits run out, some therapists may offer sliding scale options for employees |
How Do I Use My EAP?
Using your EAP often starts by you dialing the EAP phone number. If your EAP has a website, they may have an option to schedule an appointment online. However, since EAPs support mental health issues, they’ll likely always have a phone number you can call to connect with a therapist right away.
Once you make contact with the EAP provider, they’ll schedule an appointment for you, or if it’s an emergency, they’ll transfer you right away to a licensed provider who likely has CEAP certification.
In both cases, you’ll need to give them the name of your company so that they can verify that you have employer-provided EAP coverage. They’ll often ask about the nature of your issue (anxiety, child behavior, workplace stress, eldercare) so that they can connect you with the best person trained to address your need.
Your appointment can be scheduled in-person and many EAP therapists provide online or phone consultations as well. The larger EAP programs offer therapists across a wide range of geographies and disciplines. If you don’t gel with the first mental health provider, you can contact the EAP program and request someone else.
The EAP will then document that you’ve used the service for that particular issue. They’ll likely let you know how many visits you’re entitled to, as well as other benefits the EAP provides for you and your family.
When Is EAP Therapy Beneficial?
EAP therapy can be beneficial if you are dealing with issues which are making it more difficult to complete all your daily work-related tasks. If there are issues going on in employees’ personal lives, EAP therapy can help to identify and access other types of resources which can be helpful.
EAP counseling and therapy services that can be beneficial include:
- Solution-focused therapy: Focuses on strengths and identifying solutions, recognizing what works and what doesn’t work.
- Cognitive behavioral therapy (CBT): Focuses on how thoughts influence behaviors and how to modify thoughts to change behaviors.
- Strengths-based therapy: Based in positive psychology, aims to highlight the client’s own strengths and resilience.
Drawbacks of EAP Counseling Services
EAP programs are often short-term, so those who build a good relationship with their EAP provider may have to start new with a new therapist after the EAP benefits run out. This can also be challenging if the individual does not have mental health insurance coverage in their health plan, given that EAP services are free.
For others, it can be a great, immediate way to address an issue, and help to get them access to low cost or free services for when EAP ends. These are wonderful benefits, however, for those without the resources after EAP ends, this can make the experience more challenging.
Is EAP Counseling Confidential?
All EAP programs are designed to be confidential unless you, the client, say otherwise. There are times, such as when a manager recommends you use the EAP, that it may make sense for you to allow the therapist to notify your manager of completed visits or progress, but they can’t share your private health information without your consent, as protected by the Health Insurance Portability and Accountability Act (HIPAA).3
Here’s who may be aware that you’re using an EAP:
- Your employer, typically an HR rep or executive: Aggregate usage data only.
- Your manager: No access to your data or usage unless you authorize it.
- Your co-workers: No access to your data or usage.
- Your family: No access to your data or usage unless you authorize it.
- Other medical practitioners: Full access if you sign a document allowing them to view your therapy records. Otherwise, no unauthorized access.
- Your insurance company: No access to your data or usage.
An employee assistance program instead summarizes data for your employer, providing them with a report that shows aggregate information. That may include the number of calls or visits, the geographic location, and the job level of the worker.
How Might HR, Managers, or Executives Use EAP Reports & Data?
If you let your manager, company executive, or HR representative know that you’re seeking EAP therapy, it may relieve them. Knowing you’re getting help for behaviors that affect your work is why they’ve purchased an EAP program in the first place. However, if you’re afraid of the stigma that may come with an acknowledgment of your mental health issue, there’s no need for you to tell them.
Your employer will receive aggregated reports, however, from the EAP service provider. That’s because, as the client who pays for the service, they will want to know it’s being used by their employees on a monthly or quarterly basis. There’s no data on the report your employer receives that indicates your name, employee identification, or diagnosis code.
However, the data can often be sorted by state and job levels. In aggregate, that data can tell your management or HR staff where employees are struggling, such as with a toxic manager or higher stress levels, so they can intervene and provide manager training or support. It also lets the leadership team know that the EAP service they’ve signed up for is being used by staff. If they know they’re not wasting their money, they’re likely to retain the EAP service for their employees.
If you’re working for a large firm, it’s unlikely that the employer will be able to determine who exactly is using the service by name. However, in a smaller firm, or one in which you’re the only person with your job level in a given state, it’s possible executives and HR staff could deduce that it’s you seeking help.
For example, if you’re the only “manager” working in Arizona, and the EAP provides EAP usage data by state to your employer, it would be easy enough for your HR department to know that you’ve used the EAP.
Can Using an EAP Impact My Professional Career Trajectory?
In general, the kind of company that signs up for an EAP service is dedicated to providing you with support and not likely to discriminate against you due to seeking EAP support. Further, if your company has over 15 employees, it’s illegal to discriminate based on a mental health issue or a perceived one. In addition, if your mental or behavioral health issue doesn’t impact your work, there’s no need to tell your employer, manager, or HR about it.
Given that some individuals may inadvertently stigmatize a person having personal or family issues, you may want to err on the side of caution.4 For example, if you’re up for a promotion, you may hold off on asking for a work-related accommodation for your mental health need under the Americans with Disabilities Act (ADA). It’s illegal to discriminate against workers with mental health issues,5 but why open yourself to unconscious bias if you don’t have to?
As an example, Workplace Mental Health found up to 58% of people with depression opted to not share that information with their employer.6 Mental health professionals find that disclosing mental health issues may lead to social exclusion in addition to discriminatory behavior by managers and colleagues.7
Coordinating EAP & Outside Care
Often, an EAP is used as a stop-gap, such as when you’re dealing with a family or work-related issue outside of your regular therapy appointments. However, some EAP users don’t have a personal therapist and use the EAP to help them find one. Others use the EAP when they can’t get a timely visit with their mental health practitioner or to deal with a family mental health issue such as dementia or employee/manager issues that don’t require a visit to your therapist.
Do I Tell my Regular Therapist/Counselor?
Most therapists will be happy to learn that you’ve sought the help of your company’s EAP program. They may ask if you’re willing to coordinate care by allowing your therapist to chat with the EAP counselor. That’s completely up to you. It’s in your best interest to be transparent with your regular mental health support provider so they have a full picture of the stressors you’re dealing with in addition to your therapy topics.
Do I Tell My EAP Counselor I’m Seeing a Therapist?
Yes, it’s best to let your EAP counselor know that you have a regular therapist, as your EAP therapist may or may not provide longer-term mental health care through your insurance provider. If they know you have a therapist already, they may want to coordinate care or share data with them if you approve and authorize that.
If you don’t have a therapist, using an EAP is a good way to try out therapy. It’s possible that the therapist you get can offer long-term care as well. If not, they’ll be able to recommend someone to you.
EAP Referrals to Outside Care
One of the great benefits of an EAP is that in two to three visits, your EAP counselor can get a sense for who you are and what kind of mental health provider may best suit your needs. Chances are they have a network of psychiatrists, therapists, family counselors, and other professionals they can refer you to. They’ll also know of nearby treatment centers, group therapy sessions, and free resources that can help with everything from child to elder care for a family member.
If your free EAP therapist recommends you see an outside provider, you’ll need to do some research on your own to determine what that will cost. If you have health insurance, you can ask them to recommend someone in your health insurance providers network. If the resource they recommend is out of your network or you don’t have insurance, consider using your health savings account (HSA) or flexible spending account (FSA) funds if you have any.
You can also obtain mental health insurance through most healthcare providers including your employer’s health insurance, on healthcare.gov, Medicare, or through a private health insurance broker.
In My Experience
EAP programs are very beneficial overall and many people who use these services often report feeling glad that they did. There are different options for EAP depending on where you work, and looking into your benefits and seeing what options are available is a great place to start. EAP providers are skilled and can address issues and connect you with long-term support as well. If you are thinking about trying it out, it’s no cost to you so I would encourage you to reach out.
For Further Reading
- NAMI.org for local resources to support mental health needs
- SHRM.org to learn more about setting up an EAP for your company.
- Employee Assistance Professionals Association for information on EAPs, providers, and requirements
- ADA.gov for mental health protections or to file a discrimination claim
Employee Assistance Program (EAP) Infographics
