Understanding EAPs: 5 Myths and Facts

Employee assistance programs (EAPs) can be a valuable source of support, but they are often misunderstood. Understanding what an EAP covers, how it differs from other benefits, and how confidentiality works can help employees decide when to use it.

What Is an EAP?

An EAP is a confidential workplace benefit that offers short-term support for personal and work-related challenges. Separate from health insurance, it can help with stress, grief, relationships, substance use, legal or financial concerns, and more. Most EAPs are run by a third-party provider and may offer counseling, referrals, and support by phone, video, chat, or in person.

5 Myths About EAPs

EAPs can be easy to misunderstand. Here are some common myths and the facts behind them:

1. Myth: Using an EAP costs money or affects an employee’s paycheck.
   Fact: Short-term EAP sessions typically do not require out-of-pocket payment or health insurance copays.
2. Myth: EAPS are just a phone line.
   Fact: Many now offer text, chat, video, self-guided tools, and 24/7 access, along with phone and in-person support.
3. Myth: EAPs are only for mental health emergencies.
   Fact: EAPs can help with everyday concerns like childcare, eldercare, legal or financial stress, relationship issues, and health plan questions.
4. Myth: Calling an EAP means long-term therapy.
   Fact: EAPs are designed for short-term, focused support and can refer employees to additional care if needed.
5. Myth: What an employee says goes back to their employer.
   Fact: EAP services are generally confidential. Employers typically see only anonymized usage data, except in limited situations such as safety concerns, suspected abuse, or a legal order.

Conclusion

An EAP can help with everyday personal and work-related challenges. To understand available services, access options, and confidentiality policies, employees should talk to their HR team or benefits administrator. Download the bulletin for more details.