Employee Assistance Program (EAP)

An employee assistance program (EAP) is a collection of services designed to deal with a wide range of stress-related problems encountered by employees. These problems may include (but are not limited to) marital discord, financial difficulties, alcoholism or substance abuse, and behavioral or emotional difficulties. Although some of these problems may originate outside of the workplace environment, their effects can certainly affect employees' on-the-job performance. Services offered by EAPs range from diagnosis and short-term counseling for employees already experiencing problems, to educational programs aimed at equipping employees with methods to deal more successfully with potentially stressful situations. Organizations may have their own internally run EAP, or they may contract with an outside private firm to provide services. Employee participation in an EAP is voluntary. Employees may refer themselves to an EAP, or, on witnessing questionable or troubling behavior, their supervisors may refer them.

Although companies are not legally required to offer EAP services, the presence of EAPs within organizations has become more widespread over the past three decades. In a survey conducted by the Society for Human Resource Management (SHRM), 67% of all respondents across private and public organizations offered EAP services (SHRM, 2001). The increasing prevalence of EAPs is primarily due to the belief that good health among employees is ultimately for the good of the organization. Among the benefits cited by organizations implementing these programs are increased return on investment, decreased overall medical expenses, and reduced absenteeism among employees enrolled in an EAP (Drotos, 1999).

However, although the number of organizations offering EAPs has been rising, the number of employees using these available services remains low. Therefore, certain elements are critical to the success of an EAP. Employees are more likely to take advantage of services offered if they are first aware that such a program is available to them. Organizations should publicize these programs whenever possible and educate employees as to their capabilities. Second, organizations must ensure that confidentiality is maintained. A lack of trust that services provided will remain private will most likely limit use of these services. Last, employees must believe that enrollment in an EAP will have no negative implications regarding, for example, job security or promotions.