Burnout and Employee Assistance Programs
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At a glance
An employee-assistance programme, or EAP, may offer counselling, information or referral support. Its scope varies, so check what your employer's service actually provides rather than assuming it includes ongoing treatment or emergency care.
Ask about access and privacy
Find out how to contact the service, who is eligible, what information may be shared with the employer and what the confidentiality limits are. Ask about session limits, waiting times, languages and access outside standard working hours.
If a manager recommends the EAP, you can still ask for a separate conversation about workload or duties.
Clarify what happens after initial support
A short counselling offer may be useful but may not meet all clinical needs. Ask how referral works if you need longer-term therapy, medical assessment or more intensive care. Confirm whether costs or insurance arrangements change after the initial sessions.
Keep organizational responsibility visible
EAP use should not be treated as evidence that the work problem has been resolved. Supporting an employee and prevention cover practical employer action. If you are in immediate danger or cannot stay safe, use local emergency or crisis services rather than waiting for a routine EAP appointment. A helpful service complements work changes; it does not make an unmanageable role manageable on its own.
Related guides
Sources and further reading
More in this topic
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