Free Sample Employee Assistance Program Policy
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Sample Employee Assistance Program Policy

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Employee Assistance Program

Policy Rationale

Employer ABC recognizes that medical or emotional problems can affect job performance.  The Employee Assistance Program (EAP) is available to helps employees deal with problems that might impact their working and personal lives.


EAP services are available to all regular full-time and regular part-time employees. Services are also available to individuals living within the same household of a covered employee.


EAP provides up to  assessment and counseling sessions free of charge per person, per incident.

Employees can use EAP in two ways:

·         Resolve a problem within the basic services outlined above.

·         Identify other professional programs or services that may be useful.

Program Elements

·         The assessment helps the employee determine the nature of the problem.

·         Counseling helps the employee recognize problems and offers resolution options.

·         The referral function helps the employee identify additional resources beyond EAP.

·         The consultation service provides supervisors with a resource outside ABC.

·         The training service helps supervisors and employees to identify problems early.


Employees who choose to use EAP on their own initiative should contact EAP directly.  An EAP counselor will work with the employee confidentially. The EAP counselor may refer the employee to external resources for problems that are beyond the scope of EAP.  Information given to the counselor is completely confidential.

Supervisory Referral

An employee’s supervisor can be involved in an EAP referral.  It is not the supervisor's job to attempt to diagnose any such problems.  A reasonable course of action would be a reminder to the employee of the EAP the value of participating in the program.

Condition of Employment Referral

A supervisory referral to EAP requires an employee to participate in EAP as a condition of continued employment. This referral is made only in extreme cases.

This referral cannot be made unless the discipline process has been used and is not successful, unless the problem is an emergency. Human Resources must approve these referrals in advance and must be noted in the employee’s personnel file.


Referral to or participation in the EAP is not a formal step in the disciplinary process.

If an employee’s job performance continues to deteriorate and no apparent effort to address the problem is made, the supervisor has the authority to take disciplinary action. Progressive discipline can always be used in addition to an EAP referral for an employee with performance issues.


The service is confidential and records will not be kept in the employee's personnel file except to document a condition of employment referral.  There is no risk of job loss as a result of participating in this program.

Time Off

Employer ABC considers normal scheduled work hours spent with an EAP counselor as sick leave or personal leave. If an employee wants to use the program anonymously, vacation time can be used.

If an employee is referred for services beyond EAP, working hours spent away from work will be treated as sick leave or personal leave.

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