The major one is that if you use an EAP and a counselor learns that you may be a threat to yourself or others, they would have the right to disclose your information to your employer. There are no guarantees, but employers aren’t supposed to know. Will your employer know when you use your EAP? In more recent years, employers began to recognize that other problems, such as dealing with a foreclosure or a parent with dementia, can also derail a good employee’s work performance. But it was an era in which large employers often shamed employees for their problems rather than offering effective help. In the 1940s, companies such as Kodak and DuPont tried to get help for employees suffering from alcoholism. Interestingly, EAPs evolved out of large unionized companies offering programs to help with what is now known as substance use disorder.
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Because EAP benefits are free to you - with no copays or deductibles to pay first - it’s worth becoming familiar with them. For others, benefits such as caregiving support, financial planning or education may be the bigger draw.Ĭhances are, whether you remember it or not, your first introduction to an EAP was when you signed up for a health plan. For some, an EAP may serve as a bridge to longer-term care. In what areas do employee assistance programs (EAPs) and health insurance overlap?ĮAPs offer an array of services that are separate from the health insurance you receive from your employer, but some benefits are close cousins.įor instance, an EAP may help someone with work-related stress or anxiety test out therapy that maybe they wouldn’t have pursued if they had to pay high out-of-pocket costs using their health plan.
Since the start of the pandemic, 16% of employers developed new resources, such as an employee assistance program. Expanded mental health benefits were a highlight of the 2021 Employer Health Benefits Survey from the nonprofit Kaiser Family Foundation (KFF). Your odds go down from there if you work for a smaller firm.īut EAPs are becoming more popular. If you work at a company with 251 to 1,000 employees, your odds of having access to an EAP are 75%. Of companies with 1,001 to 5,000 employees, 80% have them. According to the International Employee Assistance Professionals Association, over 97% of companies with more than 5,000 employees have EAPs. But the smaller your employer, the less likely you are to have access to an EAP. Private- and public-sector EAPs typically aren’t that different. Workplace counseling, such as dealing with workplace bullyingĪccess to a fraud-prevention specialist, for victims of identity theftĪccess to support groups, such as for somebody who is recovering from cancer
Legal services, such as dealing with divorce or family lawįinancial planning, such as home buying, tax planning, and debt counselingĪ wellness program, perhaps monitored by a nutritionist Some have a lot of benefits, and you’ll think, “Do I have a great employer, or what?” Others may give you so few perks that you’ll think, “Why’d you even bother offering me anything?”ĮAP services, which may be conducted over the phone, online, or in person, may include:Ĭounseling or therapy services, such as dealing with grief, anxiety, or substance use disorder What short-term health, wellbeing, and logistical benefits do EAPs typically cover?
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