Why EAPs matter

EAPs are a critical part of workplace wellbeing and retention strategies:

• Help reduce stress, burnout, and absenteeism

• Support employee mental health and work-life balance

• Provide early intervention to prevent larger issues

• Encourage a culture of care and trust

• Can improve productivity and team morale

According to the U.S. Office of Personnel Management, EAPs improve organizational performance and support health-related cost reduction.

How EAPs work

EAPs are typically:

• Free and confidential for employees and sometimes family members

• Accessible 24/7 via phone, app, or online portal

• Provided through a third-party vendor

• Funded by the employer but separate from HR or management

Common services include:

• Short-term mental health counseling

• Financial and legal consultations

• Parenting and caregiving resources

• Substance abuse support

• Workplace conflict mediation

Employees are encouraged to use the EAP proactively — no manager approval is needed.

Example

An employee feeling overwhelmed by personal and work stress reaches out to the EAP and books 3 free virtual therapy sessions with a licensed counselor — all fully confidential.

FAQs

Are EAPs confidential?

Yes — employer-provided EAPs are typically managed by third-party providers and protect employee privacy.

Does using the EAP cost anything?

No. It’s usually free to employees and covered by the employer.

What kinds of problems can EAPs help with?

Anything from stress, anxiety, and family issues to legal and financial concerns.

How do employees access the EAP?

Through a dedicated phone number, website, or app — often available 24/7.

Can EAP usage affect job security or performance reviews?

No. Participation is confidential and voluntary and has no impact on employment status.