Author: John Carter

EAP Benefits What is an Employee Assistance Program?

Workplace Conflict Resolution services provide employees, managers, and supervisors with assistance in navigating workplace tensions and challenging dynamics, and helpful communication methods to overcome past, current, and future barriers in professional relationships. These services should offer both group and one on one mediation sessions, as well as resources, trainings, and supports to assist employees and managers in learning and practicing healthy communication strategies and conflict resolution techniques. If you have financial limitations that may prevent you from getting the care you need, you may be able to work with your treatment provider or local government in order to make your treatment more affordable or accessible. Many treatment centers offer need- or income-based sliding scale payment programs, scholarships, or publicly funded treatment services, so explore your options.

An EAP is a program made available to employees or their family members to help with a wide variety of life problems and stressors that may impact an employee’s work performance. EAPs are, in most cases, confidential and free to access, providing assessments, short-term counseling services, educational services, treatment referrals, and post-treatment follow-up services. Hybrid Employee Assistance Models involve the usage of both internal agency professionals and external service providers to render services to employees. This type of model can benefit from the advantages of both internal and external wellness delivery models and can offer agencies a more comprehensive selection of resources and services. In an internal Employee Assistance Model, also referred to as an “in-house” employee assistance model, organizations utilize agency employees to offer any services provided through the EAP. In this model, agencies staff their Employee Assistance Programs with knowledgeable professionals who are employed through the agency.

EAPs & Substance Abuse Services

EAPs can identify and address a wide range of health, financial, and social issues, including mental and/or substance use disorders. Some EAPs concentrate primarily on alcohol, prescription drug, and other drug issues. These services should also provide referrals to employees to professional assistance for additional or more complex legal and financial matters.

What is An Employee Assistance Program (EAP)?

For people who do choose to participate, substance use issues are often cited as a reason. The earliest EAP programs, dating from the 1940s, were expressly developed to help combat alcohol addiction and improve workers’ job performance and productivity accordingly. Along with the financial cost of substance abuse, it is important that we also consider the human cost. In 2023 alone, at least 107,543 Americans died due to drug overdoses, the Centers for Disease Control and Prevention (CDC) reports.

1. From familial problems to work issues, from financial struggles to mental health, addiction and substance abuse issues, life can at times feel overwhelming.
2. Inquire whether your health insurance carriers provide EAP services or can help identify local, regional, national, and international EAP providers.
3. Launched in February 2003, Ready is a national public service advertising (PSA) campaign designed to educate and empower Americans to prepare for and respond to emergencies including natural and man-made disasters.
4. The information we provide is not intended to be a substitute for professional medical advice, diagnosis or treatment.

In internal models, EAP providers may have a greater internal knowledge and understanding of the agency and potential related stressors. Under federal law, employer-sponsored and Health Insurance Marketplace health insurance policies are required to cover treatment for substance use and mental health disorders as essential services. This means that you can use your health insurance to pay for treatment as you would with any other medical procedure. However, you may still need to be careful that your provider is in-network and that you clearly understand your policy and any out-of-pocket costs your treatment will entail.

What are examples of an EAP (employee assistance program)?

While EAP counseling may not be as prevalent or as well known as other forms of counseling, this service is a great way for employees to access free mental healthcare. It also gives individuals immediate access to help, calming tools, and stress relief. For more information about EAP counseling and to find out if your employer has an EAP, consult your company’s employee handbook or contact your HR department.

Reach Out To Ark Behavioral Health

EAPs are important because there is a direct correlation between an employee’s mental health and their performance at work. By helping workers overcome issues in their personal lives, employers may be able to maintain productivity and improve engagement. Any information pertaining to an employee’s physical or mental health is protected by the Health Insurance Portability and Accountability Act (HIPAA) or other privacy laws. In addition, counselors cannot reveal what they discussed with employees, except for rare instances where workplace safety or an ongoing criminal investigation would be compromised. Employers should seek legal counsel for more specific information on the laws or regulations that may govern their EAP.

It should not be used in place of the advice of your physician or other qualified healthcare provider. Employee assistance programs (EAPs), which grew out of occupational alcohol programs, have dramatically evolved into a more comprehensive behavioral health resource that is widely available. Given the current level of concern regarding health care costs and productivity— and the awareness that substance use problems are underrecognized and undertreated—it follows that interest in EAPs is stronger than ever. This column describes the contemporary EAP, explores key issues in service delivery, and proposes a research agenda to help drive the future direction of this important behavioral health resource. Employee assistance programs can help employees with personal problems that affect their job performance.

In others, the client is assessed, referred to behavioral health treatment outside the EAP, and provided follow-up support as needed. Some observers postulate that the evolution to a broad-brush approach delivered by external practitioners has diluted EAPs’ traditional focus on substance use problems. Providers in managed behavioral health networks may be mental health practitioners with scant workplace-specific substance abuse training, historically a core competency for employee assistance professionals (7). A lack of close relationships between off-site EAP providers and supervisory personnel may reduce opportunities for early problem identification. The Recovery Village aims to improve the quality of life for people struggling with substance use or mental health disorder with fact-based content about the nature of behavioral health conditions, treatment options and their related outcomes. We publish material that is researched, cited, edited and reviewed by licensed medical professionals.

The evolution of EAPs and the key issues noted above give rise to a new agenda for research. EAP counselors can provide a wide range of services and offer employees a great deal of support. Some individuals, for example, use EAP programs to help them cope with daily stressors in the workplace and at home.

These instances are rare — mandatory referrals are generally made only if an employer believes an employee is a threat to themselves or others — but they can and do occur. An employee’s continued employment can be contingent on their willingness to participate. Official websites use .govA .gov website belongs to an official government organization in the United States. However, there may be other situations that would be appropriate for EAP services.