Key Takeaways
An Employee Assistance Programme (EAP) is a confidential support service that your employer pays for, usually short-term counselling or coaching for everyday worries. What you discuss is not shared with your manager or employer, except in rare cases where someone’s safety is at serious risk or the law requires it.
- You do not need to be in a crisis to use it. Stress, work pressure, relationships, family, money worries and grief are all good reasons to reach out.
- Your employer usually sees only overall usage figures, such as how many people used the service, with no names attached.
- It is usually free for you, but services vary by employer, so check your own plan.
- To find out if you have one, ask HR or check your intranet or benefits guide. You can keep the question general.
- An EAP is not an emergency service. If anyone is in danger right now, call your local emergency number.
In Detail
What an EAP is
An Employee Assistance Programme, or EAP, is a support service that an employer arranges for its staff. The US Office of Personnel Management describes it as a voluntary, work-based programme that offers free and confidential assessments, short-term counselling, referrals and follow-up for personal or work-related problems.
In practice, this usually means you can speak with a trained counsellor, psychologist or coach, by phone, video or in person. Some plans also cover your spouse or family members. Singapore’s Ministry of Manpower describes EAPs as a way for employees to speak to a professional about both work and non-work challenges.
People use an EAP for many everyday reasons:
- Stress or pressure at work
- Conflict with a colleague or manager
- Relationship or family concerns
- Money worries
- Grief and loss
- Feeling low, anxious or not quite yourself
Each employer chooses its own provider and plan. The number of sessions, the languages offered and who is covered can all differ, so it helps to check the details of your own plan.
Is it really confidential?
For most people, this is the question that matters most, and it is a fair one to ask.
Ethical EAP providers follow the professional codes of conduct of their counsellors and psychologists. What you discuss stays between you and the professional you speak to. It is not shared with your manager, your HR team or anyone else at your company without your permission. Singapore’s tripartite advisory on workplace mental well-being says the same thing to employers: conversations with the service provider are kept confidential and are not disclosed to the organisation without consent.
Your employer usually receives only overall figures, for example how many people used the service in a month or the general types of concerns raised. These are grouped together so that no one can be identified.
The limits of confidentiality
Confidentiality is strong, but it is not unlimited, and a good provider will not pretend otherwise. There are a small number of rare exceptions, such as:
- When there is a serious risk to your safety or someone else’s safety
- When the law requires information to be shared, for example to protect a child
The US Office of Personnel Management gives a similar picture for its own EAPs: information cannot be disclosed without your permission, apart from narrow legal duties such as reporting suspected child abuse or a threat to harm someone else. The exact rules differ from country to country.
Professional codes ask counsellors and psychologists to explain these limits at the start, so you know where you stand before you share anything. The American Psychological Association’s ethics code, for example, asks psychologists to discuss the limits of confidentiality at the outset of the relationship. If they do not mention it, you are welcome to ask: “What would you need to share, and with whom?”
When to reach out
Many people wait until things feel very bad before they call. You do not need to. Everyday worries are reason enough, and reaching out earlier often makes a problem easier to work through. You also do not need to know exactly what to say. “I have been feeling stretched lately and I am not sure why” is a perfectly good place to start.
Putting This Into Practice
If you think an EAP could help you or someone you care about, these four steps may make it easier to begin.
This guide comes from the psychologists at iGROW Pte Ltd, a psychologist-led workplace consultancy in Singapore, established in 2009. Its Employee Assistance Programme is iGROWFIT. Whichever provider your employer uses, the points above still apply.
Key Questions Answered
Will my manager know if I use the EAP?
Not from the EAP. What you discuss is not shared with your manager or employer without your permission. Your employer usually sees only grouped figures with no names. The rare exceptions are a serious risk to someone’s safety, or where the law requires disclosure. If you choose to tell your manager, that is your decision.
Is an EAP free?
For employees, it is usually free, because your employer pays for the service. Plans often include a set number of sessions. If you are referred to a specialist outside the EAP, that care may have a cost, which insurance may cover. Check your own plan for the details.
What can I talk to an EAP about?
Almost anything that is weighing on you. Common reasons include stress, work pressure, conflict at work, relationships, family matters, money worries, grief, and feeling low or anxious. It does not need to be a crisis, and it does not need to be about work.
Is an EAP the same as therapy?
Not quite. EAP support is usually short-term, often a few sessions focused on one concern. It is provided by trained professionals such as counsellors and psychologists. If you need longer-term therapy or specialist care, they can help you find the right next step and refer you on.
How do I find out if my company has an EAP?
Ask HR, or check your intranet, staff handbook or benefits guide. Australia’s Fair Work Ombudsman gives the same advice: look at your work intranet or speak to someone you trust at work. You do not need to explain why you are asking. A general question such as “Do we have an EAP?” is enough.
Sources
- U.S. Office of Personnel Management, What is an Employee Assistance Program (EAP)?
- U.S. Office of Personnel Management, I’m afraid that if I go to the Employee Assistance Program (EAP) for help, my supervisor will find out. Can this happen?
- Ministry of Manpower, Singapore, Tripartite advisory on mental health and well-being at workplaces
- Fair Work Ombudsman, Australia, Health and wellbeing support
- American Psychological Association, Ethical Principles of Psychologists and Code of Conduct (Standard 4.02, Discussing the Limits of Confidentiality)