In Episode 31: The Workplace & Suicide we discussed how many offices have programs and benefits that may help a colleague in crisis. One option for an employee may be to utilize EAPs (Employee Assistance Programs) in the workplace. In this blog we want to delve into how EAPs function, the professionals that are employed by them, and some of the things that you need to know when using one of these programs.
What is an EAP?
An EAP is part of the benefits package in many large organizations. Think of the EAP as a short-term counseling service in your workplace. EAPs are typically staffed by clinicians with a Master’s Degree in counseling, social work, psychology, or family therapy. They have expertise in helping employees deal with the particular kinds of mental health issues commonly faced by workers within that organization. The stresses faced by employees of different kinds of corporations vary. First responders, for example, have unique work experiences and stressors as do nurses at a hospital or oil field workers on a drilling rig.
What about confidentiality? Will my boss know about me seeking counseling?
The simple answer is “NO”. The EAP does not share information with your supervisor or HR, nor even acknowledge that you are seeking services. EAP services are designed to be private; therefore, your information is guarded. Reassure yourself about this by talking with your counselor about confidentiality during your first meeting. However, there are a couple of exceptions:
Abuse: All counselors, including those at an EAP, are required by state laws to report certain kinds of abuse. Typically, these exceptions involve abuse of children, the elderly, and the disabled.
Supervisor Mandated Services: Although most employees seek services from their EAP on a voluntary basis, occasionally a worker is required by a supervisor to consult with an counselor, either at the EAP or an outside agency. Reasons for supervisor mandated referrals include:
- Potential violence in the workplace
- Use of substances affecting an employee’s work.
In the case of supervisor mandated referrals, the counselor must provide feedback to the supervisor about the employee’s ability to work.
What if I don’t want to see someone within my organization?
Despite the safeguards for confidentiality mentioned above, some workers don’t want to share personal problems with someone employed by their organization. In that case, you might prefer to seek counseling from an outside source. If cost is an issue, you might consider seeing someone on the insurance plan provided by your organization. In this case you will typically have a co-pay, but that cost will be lower than paying the full fee out-of-pocket. One of the big advantages to you as a worker is that going to an EAP within your organization is usually free of charge!
What if my company does not have an EAP?
Organizations that have many employees typically provide EAPs in the workplace. However, if you work in a small business with few employees, you may not have access to an EAP. Sometimes, organizations contract with an outside company to provide EAP services. If in doubt, check with the person that handles HR matters in your organization.
What services do EAP’s offer?
Individual, marital, and family counseling are commonly offered by EAPs. Each organization, though, may have restrictions or limits on whom they serve and on how much service they can provide. For example, some EAPs provide services to the children of employees, but others do not. Likewise, the EAP may limit the number of free sessions that you can attend. Check with your EAP about their policies in this regard. EAPs also typically offer educational programs on topics such as stress management, suicide prevention, and managing anger. Because substance abuse causes big problems in the workplace, substance abuse treatment, referral, and follow up are usually offered by EAPs. Some EAPs offer financial counseling and health maintenance services as well.
In Summary…
EAPs in the workplace provide low-cost, focused counseling services to employees of an organization. These services are easy to access and tailored to the particular needs of the organization. They are a great resource to employees who are under stress, suffering from depression or anxiety, struggling with substance use, or experiencing family problems. As such, they can be a first line of defense in preventing workplace suicide.