Overview
An Employee Assistance Program (EAP) is defined by the U.S. Office of Personnel Management as:
“a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems. EAPs address a broad and complex body of issues affecting mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders. EAP counselors also work in a consultative role with managers and supervisors to address employee and organizational challenges and needs. Many EAPs are active in helping organizations prevent and cope with workplace violence, trauma, and other emergency response situations.” 1
EAPs for substance use disorders and other mental health conditions have been an instrumental part in shifting the perception of these conditions as mere issues of morality and willpower into legitimate health issues that are worthy of treatment. They are sometimes considered a form of Corporate Social Responsibility (CSR) that aims to rehabilitate and treat employees who have the disorder rather than immediately terminating them, although it does obviously provide benefit to a company to be able to retain a productive employee after they seek treatment rather than gamble on the overhead costs of replacing them with a new employee.