May 30, 2024

An Employee Assistance Program (EAP) is a workplace benefit designed to provide confidential and professional support to employees and their dependents who are dealing with personal or work-related challenges.

These programs are often included with other worksite benefits such as Basic Life or Long-term Disability insurance, typically at little or no extra cost to employers. EAPs are a valuable resource for addressing a wide range of issues that might affect employee well-being and job performance.

Types of Support Offered by EAPs

EAPs offer a variety of services to support employees in many aspects of their lives:

Mental Health Support: Access to counseling services for stress, anxiety, depression and other mental health concerns.

Legal Assistance: Guidance and referrals for legal issues, such as family law, estate planning and civil disputes.

Financial Assistance: Help with budgeting, debt management and financial planning.

Family Assistance: Support for parenting challenges, elder care and managing family relationships.

EAP Utilization Methods

One of the key benefits of EAPs is that they offer several convenient access methods. It is a flexible solution to a variety of challenges:

  • Face-to-Face Visits: In-person meetings with experts for personalized support.
  • Telephonic Support: Phone consultations to quickly get advice and resources.
  • Virtual Care Visits: Increasingly popular post-COVID, these visits offer flexibility and ease of access through video conferencing.

Limits and Costs

Employee assistance programs are plan-dependent, so employers and employees should familiarize themselves with their EAPs cost and usage limits. Most EAPs provide a set number of free sessions per issue, per year. Once these sessions are exhausted, employees may need to pay out of pocket or use other benefits available through their health care plans.


EAPs are often synonymous with mental health. One reason for this is that confidentiality is one of the core principles of EAPs. Plan members can use EAP services without their employers knowing unless they grant explicit permission. This confidentiality encourages employees to seek help without fear of the stigmas which commonly surround mental health in the workplace.

Employer Assistance Program Benefits for Employers

Increased Productivity: By addressing personal issues, employees can stay focused and productive at work.

Reduced Absenteeism: Employees who receive the support they need are less likely to take time off due to stress or personal problems.

Lower Turnover: Offering an EAP can improve employee satisfaction and loyalty, reducing turnover rates.

Enhanced Workplace Culture: An EAP shows that the employer cares about employee well-being, fostering a supportive work environment.

How Employees Can Benefit from an EAP.

It’s in the name — EAPs are designed to provide a variety of services that assist and serve employees and their loved ones. The impacts can be significant:

  • Improved Mental Health: Access to professional counseling can help manage stress and mental health issues effectively.
  • Better Work-Life Balance: Support with personal challenges can lead to a more balanced and fulfilling life.
  • Resourceful Guidance: Expert advice and referrals can help navigate complex legal, financial, and family issues.

Learning More About Your EAP

To take full advantage of an employee assistance program, employees should know the Point of Contact. Identify the HR representative or work resource responsible for EAP information at your workplace. Then, keep information accessible. Always have the contact details for your EAP handy, as you never know when you might need them. Finally, make sure you understand your plan. Familiarize yourself with the specifics of your EAP, including the types of services offered and the limits on sessions.


By understanding and utilizing the resources provided by an EAP, both employers and employees can create a healthier, more productive and supportive workplace environment. If you need more information about your specific EAP, don’t hesitate to reach out to your HR department or your EAP provider directly.