Ways to promote and get the most of your Employee Assistance Programme (EAP) service

We recommend introducing an EAP into your organisation. However no EAP is useful if your employees don’t use it. Here’s some ways you can promote and get the most of your Employee Assistance Programme.

1. Intergrate the EAP into your Supervision process
2. Refer to the EAP in an Return to Work Interview
3. Refer to the EAP in any Home Visit or Absence Review Meeting.
4. Refer to the EAP where an employee is long term sick
5. Refer to the EAP where an employee is on compassionate leave or has had a bereavement.
6. Send details of the EAP where an employee is signed off work with a mental illness or mental health crisis.
7. When an employee is being investigated refer to the EAP
8. Refer to the EAP where an employee is refused a flexible working request.
9. Refer to an EAP where an employee requests and is granted unpaid leave to care for a relative.
10. Refer to an EAP where an employee discloses that they are the victim of domestic abuse
11. Refer to an EAP where an employee requests support during perimenopause or menopause.
12. If an employee raises a grievance refer to the EAP
13. Add details of your EAP to your Employee Handbook
14. Place posters where your staff will see them in your setting. This could be in frames in the staff room, staff kitchen or even bathrooms.
15. Circulate e-materials with the staff using an online platform such a Breathe HR or Famly.
16. Incorporate any themed materials provided by the EAP provider in the monthly staff meetings.
17. Add any media presentations to inductions.
18. Provide any EAP handbook materials to Line Managers at their inductions
19. Refer to an EAP in a redundancy consultation documents.

If you would like a quote for an Employee Assistance Programme in your setting do give us a call on 01527 909436.