What is an EAP?

International definition from EAPA
An employee assistance program (EAP) is a worksite-based program designed to assist (1) work organizations in addressing productivity issues and (2) "employee clients" in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance.

An EAP is a worksite-focused programme to assist in the identification and resolution of employee concerns, which affect, or may affect, performance. Such employee concerns typically include, but are not limited to:

• Personal matters - health, relationship, family, financial, emotional, legal, anxiety, alcohol, drugs, and other work related issues.
  
  
• Work matters - work demands, fairness at work, working relationships, harassment and bullying, personal and interpersonal skills, work/life balance, stress and other related issues.

It includes a mechanism for providing counselling and other forms of assistance, advice and information to employees on a systematic and uniform basis, and to recognised standards. An EAP is also a strategic intervention designed to produce organisational benefit - quantifiable by outcome measurement - through a systems-led approach to human asset management. It addresses team and individual performance and well being in the workplace.

EAPs are intentionally defined more by what they achieve, rather than by what they are, in order to leave maximum room for tailoring services to meet the needs of each organisation. EAPs are unique within the occupational health field in addressing the twin focus of employee well being and organisational performance.

EAPs therefore have the opportunity to reach people who would not otherwise have access to the support from which they may benefit.

Why should an organisation have an EAP?

In the last decade there has been an enormous increase in the pace of change in the commercial world. Organisations continue to face unprecedented pressures and demands from increasing competition, heavier workloads and longer hours, all of which have to be dealt with at a personal level. It is inevitable that these continuous pressures will cause problems both for every organisation and many individuals.

In this climate EAPs help individuals, managers and organisations to:

• Cope with work-related and personal problems and challenges that impact on performance at work.
• Improve productivity and workplace efficiency.
• Decrease work-related accidents.
• Lessen absenteeism and staff turnover.
• Promote workplace co-operation.
• Manage the risk of unexpected events.
• Position the organisation as a caring employer.
• Recruit and retain staff.
• Reduce grievances.
• Assist in addiction problems.
• Improve staff morale and motivation.
• Provide a management tool for performance analysis and improvement.
• Demonstrate a caring attitude to employees.
• Assist line managers in identifying and resolving staff problems.

In short, EAPs represent a proven, cost-effective solution to many of the people problems employers face today. The EAPA Ireland therefore would recommend all organisations to consider seriously how a relevant form of EAP can be introduced into their organisation.

What is EAPA Ireland and what are the benefits of membership?

The Employee Assistance Professionals Association (EAPA Ireland) is the professional body that represents the interests of professionals concerned with employee assistance, psychological health and well being in Ireland. Amongst its members of purchsers, providers, counsellors, consultants, trainers and other related specialists there is an accumulated wealth of experience.

EAPA Ireland is part of EAPA International, which has over seven thousand members in more than thirty countries worldwide.

EAPA Ireland exists to:

• Provide leadership in promoting and developing EAPs in Ireland.
• Set national standards of practice and professional guidelines for EAPs.
• Provide support and stimulation for the professional development of its members.

The benefits of belonging to EAPA include:

• Professional Recognition.
• Regular meetings and seminars.
• Free publications.
• Networking opportunities with fellow professionals.
• Information on competitive and market trends.
• Professional development and qualification.
• Links to EAPA International.
• Training courses.
• Discounts at EAPA events.

Who should be a member of EAPA Ireland?

• Professionals with an active interest in people welfare and performance in the workplace. (Such professionals may come from diverse backgrounds including psychology, counselling, human resources, welfare, social work, account management, business adminstration, law, finance, information, occupational health, family specialists and so on.)
• External and internal providers of EAP services.
• Organisations who use, or are considering using, EAP services.
• Universities, colleges and other learning institutions having a teaching or research interest in human resource management or occupational psychology.
• Government and non-government organisations involved in the development of legislation, guidelines, codes of practice etc. regarding people in the workplace.
• Organisations specialising in subjects such as alcohol or drug abuse, health advisory services, financial and legal advice and helpline services that are relevant to the workplace.

How can I join EAPA Ireland?

A printable membership application form is linked to this page (see "Join Now" button at top of page), as is information on membership criteria. If you have any queries regarding membership matters please contact the membership sercretary Mr. Kevin Looney, Eircom, Wellington Road Exchange, Wellington Road, Cork. Phone 021 4502828.

Models of EAP Service delivery take mainly 2 forms in Ireland

Internal - EAP professionals are employees of the company/organisation. Smaller organisations may employ a single EAP professional, either full-time or part-time, while larger organisations may have several EAP professionals. Internal programmes are most commonly structured as part of an employer's medical department, human resources department or as a completely separate department.

External - EAP provider provides services to the employer on a contractual basis.

Click here for a list of providers registered with EAPA Irl

Definition of Employee Assistance Programmes

Employee Assistance Programmes (EAPs) provide work based focused programmes to assist in the identification and resolution of employee concerns, which affect, or may affect, performance. Employee concerns may span both personal and work related issues. The ethos of an EAP is two fold: to provide assistance to individual employees and promote healthy working conditions within the organisation.

Models of Employee Assistance Programmes include

• Internal Model
  Internal EAP services are provided solely by an employee or employees of the company or organisation. Smaller organisations may employ a single EAP professional, either full time or part time while larger organisations may have several staff who share the various administrative, consultative, assessment and referral functions. Internal programmes are most commonly structured as part of an employer's Human Resourced Department or Occupational Health Department. EAP Professionals are trained and qualified to provide the full range of EAP services viz. counselling, referral, support and information.
  
  
• External Model
  External EAP services are provided by an outside service provider on a contractual basis. External EAP services usually provide training, education and promotion during the launch of the service to encourage the use of the EAP service. The service would provide mental health support confidentially to employees. Direct line assess is essential allowing employee to make contact with the EAP directly, ensuring confidentiality. External services provide counselling, information, and support delivered by mental health professionals, usually based off site of the organisation.
  
  
• Internal/External Combination Model
  There may be an Internal Provider, with external professionals carrying out some of the functions on a contractual basis.
  
  
• Consortium Model
  Several small employers join together to establish a shared EAP or jointly contract with an external provider.

How do I know which to choose?

A service delivery model is chosen which best reflects organisational and employee needs. Factors to be considered include size and diversity of client population, number and location of sites, budget and existing internal resources.

All EAPs, while having common core elements, should be tailored to meed the needs of the particular organisation using the EAP. Determining the needs of the company or organisation is very important, as it will inform the programme planning and development and the choice of EAP model. Before an EAP is introduced there needs to be a clear analysis of the EAP aims and objectives; the way the EAP should be designed to meet those objectives; and how the objectives will be monitored.

Professional guidance on the type of model which best suites any organisation is available from EAPA Irl, and independent EAP professionals.

Do your own research - find out from companies with EAPs how their particular model works for them.

Please also refer to the Ireland Standards of Practice and Professional Guidelines available from EAPA Irl.