An EAP's services are usually free to the employee and their household members, having been pre-paid by the employer. In most cases, an employment contract with a third-party company to manage its EAP. Some of these companies rely upon other vendors or contracted employees for specialized services to supplement their services, such as financial advisors, attorneys, travel agents, elder/child care specialists, etc.

Confidentiality is maintained by privacy laws and ethical standards.

 

Benefits for employers

 

Some studies indicate that offering EAPs may result in various benefits for employers, including

• lower medical costs,

• reduced turnover and absenteeism, and

• higher employee productivity. 

 

Critics of these studies question the scientific validity of their findings, noting small sample sizes, lack of experimental control groups, and lack of standardized measures as primary concerns. Proponents, however, argue that the consistency of positive findings across studies in different service sectors denotes at least some positive effect of programs, even if the most effective components of such programs have not been determined. EAPs may also provide other services to employers, such as supervisory consultations, support to troubled work teams, training and education programs, and critical incident services.

 

Providing employee assistance services has established business benefits, including increased productivity of employees (termed "presenteeism") and decreased absenteeism.

 

EAPs take action against:

 

Substance abuse

Emotional distress

Major life events, including births, accidents, and deaths

Health care concerns

Financial or non-work-related legal concerns

Family/personal relationship issues

Work relationship issues