Sylvia Ponce de León Z.
EAP are employee
offered by many
employers, typically in
a health insurance plan.
EAPs are intended to help employees deal with personal problems that
might adversely impact their work performance, health, and well-being.
EAPs generally include assessment, short-term counseling and referral
services for employees and their household members.
• EAPs to help manage issues that
could adversely impact their work
and personal lives.
• EAP counselors typically provide
assessment, support, and if needed,
referrals to additional resources.
• These programs are becoming
increasingly more common in
today's worksites, and as the field
grows, the responsibilities of
employee assistance professionals are
expanding as well.
The issues for which EAPs provide support vary, but examples include:
safe working environment
major life events, including births, accidents and deaths
health care concerns
financial or legal concerns
family/personal relationship issues
work relationship issues
• This practice has been thought to raise concerns for some,
who believe that the EAP may place the employer's interests
above the health and well-being of the employee.
• Both the employer and the employee benefit
• The goal of these supervisory referrals is to help the employee
retain their job and get assistance for any problems or issues
that may be impacting their performance.
• EAPs may result in various benefits for employers, including lower
medical costs, reduced turnover and absenteeism, and higher
employee productivity and morale.
• EAPs may also provide other services to employers, such as
supervisory consultations, support to troubled work teams, training
and education programs, and critical incident services.
• External EAPs can provide more than just psychological counseling
through the integration of a host of "work/life" resources.
From the Employer View…