Employee Assistance Programs

Employee Assistance Programs

Employee Assistance Programs (EAP) are where an organisation or employer partners with a provider to supply its employees with access to counselling services. These counselling services are generally funded by the employing organisation and focus on promoting positive workplace behaviours, constructive and mutually respectful interpersonal interactions, employee well-being, and workplace productivity.

The focus of such counselling may include a variety of issues which are impacting, or likely to impact an employee’s job performance, job satisfaction, health or productivity e.g. crisis response; conflict resolution; workplace stress; family based issues affecting work; adjustment to illness or injury; grief; workplace bullying; substance use; relationship disharmony and conflict.

Counselling under an Employee Assistance Program would need to be contracted and arranged by prior agreement with your employing organisation. Usually an EAP type series of counselling sessions would involve a commitment of between 3 to 6 hourly sessions of counselling designed to focus directly on the issue(s) most impacting on work life and performance.

If you are a representative from an organisation who would like to explore establishing an EAP arrangement for your staff please contact me to discuss further.

Counselling Approach

My approach when counselling under an Employee Assistance Program is aimed at addressing the issue/s most impacting on an employee’s enjoyment or ability to perform at work. In the first session I typically works with clients to help them clarify and articulate a series of short-term focussed counselling goals and an overall treatment plan for achievement of these.

Counselling goals when working under an EAP should be realistic enough as to be achievable within the scope of such a short-term, solution focussed intervention. Should a client’s goals be broader or of a longer term nature than is appropriately achieved within 3 to 6 hourly sessions; and/or the impact on work performance questionable, then this will be discussed and a more appropriate plan contracted with the counselling client and the employer (if appropriate).