Employee Assistance Program (EAP) Policy Template

[Company name] is committed to supporting the wellbeing of its employees [and family members] by offering confidential and voluntary services through the Employee Assistance Program (EAP). This program provides help with a range of personal and family challenges including financial or legal concerns, substance use, emotional health, caregiving responsibilities and more.  Employees [and family members] are encouraged to utilize this valuable benefit to support both their personal well being and professional success.

Eligibility

All full-time, active employees [and family members] are eligible for benefits under this policy from the date they begin working for [Company name].

Procedures

Employees [and their family members], which includes [list eligible family members] can self-refer to the EAP. The program may be reached 24 hours a day on weekdays and weekends.

[Insert EAP contact information]

Meetings with EAP counselors: EAP counselors are available to meet with employees [or family members] to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, agency, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation.

There is no charge for employees or their families to use the services of the EAP and are allowed [number of sessions] per year. The EAP counselors will make every effort to coordinate referrals for ongoing treatment with the employee’s health insurance coverage as well as with his or her ability to pay. Costs that are not covered are the responsibility of the employee.

EAP visits during work hours: Employees’ EAP sessions are generally recommended outside of work hours to ensure confidentiality and minimize work conflicts. Many EAP providers offer 24/7 availability and flexible scheduling. If an urgent session must occur during work hours, please refer to the company's paid time off and call in procedures.

Referrals for employee performance or behavior issues

When an employee’s job performance or attendance is unsatisfactory or there appears to be signs of other problems impacting work performance, the supervisor should counsel the employee in consultation with human resources with an end toward resolving the situation. If the circumstances warrant, the employee may be referred to EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment at [Company Name] may be contingent on the employee’s calling the EAP for assistance.

Voluntary participation in the EAP does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following company policies and procedures or from meeting required standards for satisfactory job performance except where specific accommodations are required by law.

Confidentiality

All personal information regarding an employee's participation in EAP is strictly confidential. No information will be shared with [Company name] and is not recorded in an employee's personnel file unless required by law or when written consent is provided. In cases of mandatory referrals, EAP provider information is limited to compliance status and not clinical or personal details.