We spend a significant part of our lives at work. Yet we rarely talk about how we really feel. We often bring problems in our personal lives, anxiety, legal troubles or exhaustion with us to work – even if we try to pretend that “everything is fine”. This is why there is an EAP – Employee Assistance Program. A program that functions as a professional support for employees. And its effectiveness is based on one absolutely key pillar: strict anonymity.
An EAP is an assistance program that provides employees with access to psychologists, lawyers, financial advisors or social counseling specialists. It functions as both crisis and preventive help – an employee can call, write or meet with an expert in person when dealing with a difficult situation in their life.
It is not just about psychological stress. Typically, EAP helps, for example:
The employee has the opportunity to use immediate help without an appointment – either in the form of a phone call or email. Everything is paid for by the employer and free of charge for the employee.
Trust is the foundation. Without it, people will not confide. And if they do not confide, EAP makes no sense. That is why anonymity is so important. What does this mean in practice? The employer never knows who has used the EAP. No one from management has access to specific cases. The line worker does not report names or topics back to the company. This way, the employee can turn to help with complete peace of mind. He is not threatened by any “labels”, disadvantages or unpleasant questions. He can speak openly. And this is the basic prerequisite for the help to be effective.
“Even if it seems to you that the problem has no solution, sometimes it helps if you calmly discuss it with someone. That is what we are here for. Sometimes people just need someone to listen to them.”
— a consultant from our team
You may be wondering: Why should the employer pay for a service whose concrete impacts they will not see?
The answer is simple: because they will see the results elsewhere.
Based on feedback and aggregated data (for example: how many consultations were held, what forms of assistance were used), the company gains insight into the needs of employees – without violating privacy. It can then adjust internal processes, the offer of benefits or the setting of HR strategy.
When an employee uses the EAP, he calls the dispatch center of experts who immediately find out what type of assistance is needed – psychological, legal, social, or other.
If necessary, immediate assistance is provided, e.g. acute crisis intervention, or the employee is offered an appointment with a specific expert. We always try:
Everything is done confidentially, without contacting HR or a superior. Our staff has experience from crisis centers, counseling centers, and medical facilities – each of them knows how to communicate sensitively and where the limits of help are.
There are exceptional cases when, due to legal obligation, a professional must inform other departments – for example, if a child’s life is in danger or if the caller himself announces his intention to commit a crime. But even in these situations, we proceed with the utmost caution, professionalism, and in accordance with the code of ethics.
We believe that companies that want to prosper must be built on a human foundation. EAP is not a lifeline for the “weak”. It is support for anyone who sometimes needs help – and that is all of us. When you give people the chance to speak anonymously, with confidence, and without fear of consequences, space opens up for change. Both personal and corporate.
