What is an EAP
EAP History
The EAP history is different in UK to other countries. in the beginning, EAPs spread to the UK in the late 1970s. The first EAP companies were formed in response to the demand for counselling and psychological services.
In the UK, as organisations sought to address wider work-life balance issues, EAPs added services such as legal information, health information, and child and elder health and support location services. EAPs really expanded following a series of high profile occupational stress related cases and HSE improvement notices. The most important case being Sutherland v Hatton in 2002 where workplace counselling was cited within Lady Justice Hale’s judgement: ‘An employer who offers a confidential advice service, with referral to appropriate counselling or treatment services, is unlikely to be found in breach of duty’.
EAP providers promoted their services to organisations as a means to offer this ‘duty of care’. The role of the EAP also expanded rapidly in the UK following the work by the Health and Safety Executive on ‘Stress Management Standards’ in 2005
Using the service helped me to get back into full-time teaching. I have no idea how much longer this would have taken if I hadn’t used the service. I recognize that grief is uncertain process but I feel better equipped to deal with situation now, and can see that I’m making progress.
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An employee assistance program (EAP) is a confidential, employer-paid program that provides employees and their families with access to professional counseling and other resources for personal and work-related issues. EAPs are offered by many employers in the UK, and they can be a valuable resource for employees who are struggling with a variety of challenges.
Some of the most common issues that EAPs can help with include:
- Stress
- Anxiety
- Depression
- Work-life balance
- Substance abuse
- Family problems
- Financial problems
- Legal problems
- Health and wellness
EAPs typically offer a variety of services, including:
- Confidential counseling
- Referrals to other resources
- Educational workshops
- Self-help materials
- Support groups
EAPs can be a valuable resource for employees who are struggling with personal or work-related challenges. If you are an employee who is considering using an EAP, be sure to talk to your employer about the program and how to access it.
Here are some of the benefits of using an EAP in the UK:
- Confidentiality: EAPs are confidential, which means that employees can be assured that their conversations with counselors will not be shared with their employer.
- Access to a variety of resources: EAPs offer a variety of resources, including counseling, referrals, educational workshops, self-help materials, and support groups.
- Cost-effectiveness: EAPs are typically paid for by employers, which means that employees can access these services at no cost to themselves.
- Improved employee health and well-being: EAPs can help to improve employee health and well-being by providing employees with the support they need to address personal and work-related challenges.
- Reduced absenteeism and presenteeism: EAPs can help to reduce absenteeism and presenteeism by helping employees to address personal and work-related challenges before they become too serious.
- Increased productivity: EAPs can help to increase productivity by helping employees to be more focused and engaged at work.
- Improved employee morale: EAPs can help to improve employee morale by showing employees that their employer cares about their well-being.
If you are an employee in the UK, I encourage you to talk to your employer about the EAP program. It could be a valuable resource for you.
