Ceciliawoods
Workplace wellbeing is increasingly recognised by organisations that want to support employees. Despite this, many people aren’t sure what their workplace support programs offer or when it’s appropriate to use them. If employees misunderstand available support, they may choose not to seek help when it could be beneficial. Employee Assistance Programs (EAPs) often provide confidential advice for workers facing all kinds of problems. However, misunderstandings about confidentiality, eligibility, payment, or purpose can prevent people from reaching out for help. Learning how EAPs usually work may help set realistic expectations.
EAPs are only for serious mental health problems
Workplace support is not exclusively for people experiencing a mental health crisis. Employees can use support for issues such as stress, relationship challenges, grief, workplace issues, financial stress, family concerns or significant life changes.
One benefit of seeking support early is that a person can talk to someone about what they are experiencing and explore practical ways to manage it. Early support may also prevent a manageable problem from becoming overwhelming over time.
Employers are told everything employees discuss
Fear of breaching confidentiality is one of the main reasons some staff avoid workplace support. Employees can be concerned that their manager or employer will be told what they discuss during a session. They may also worry they will be asked to debrief or report back after an appointment.
Workplace support is usually provided confidentially. Some legal, ethical, and safety exceptions may apply, but generally employers will not know the details of what an employee has said. Your manager may encourage you to seek support if they notice you are displaying signs of stress or struggling; however, they will not automatically know what is discussed during these sessions.
Sometimes, information may be shared for legal reasons or when there are serious concerns about someone’s safety. Knowing the limits of confidentiality can help people feel more at ease accessing support and worry less about information being shared with the whole office.
Using the service could harm career progression
Some employees fear that asking for help makes them look like they can’t handle their job. They may worry that others will perceive them as weak, unreliable, or unable to handle more responsibility in the future.
This worry may be stronger in workplaces where employees feel pressure to perform at a high level. However, reaching out for help will not automatically imply that someone is performing poorly at work. Workers of all levels can experience difficult times in their personal and professional lives.
Using available resources to manage stress or challenging life events can be seen as smart self-management. Organisations offering these resources often understand that employees will need support from time to time.
Support is only available for workplace problems
Support aims to help employees deal with all kinds of problems that can affect their wellbeing at work. This includes difficulties that originate outside of work but may still affect a person’s mood, energy, concentration, and performance.
If someone is having trouble at home, it will likely affect them at work. Instead of letting their personal life get in the way of their job, they can seek support to help address those concerns. Programs usually provide employees with a safe and confidential space to talk about what they are experiencing. They can then work with the adviser to identify next steps.
Employees have to pay for every session
Employees may worry that using support will cost them. Professional therapy can be expensive, so it makes sense that employees would assume the workplace program won’t cover it. Many workplace support programs allow employees to access a certain number of sessions for free. The number of sessions per year varies by company and provider. Employees should look into their company’s program to see how many sessions are funded. Support don’t always mean that employees are expected to pay out of pocket.
Only struggling employees use them
Employees may feel embarrassed to use these programs because they believe that nobody else would need support but them. Staff at all levels will experience difficult times in their lives. Just because someone is excelling at their job does not mean they will not face hardship. Seeking support is just one of many tools that can help employees cope during these times. If everyone knows that people use these programs from time to time, it can normalise the process and reduce shame around using them.
Many misconceptions about employee assistance programs can discourage workers from seeking help. These might include confidentiality concerns, fear of professional repercussions or doubts about eligibility or affordability. However, many of these beliefs about EAPs aren’t true; they simply stem from not knowing what an employer has set up.
An EAP gives employees access to professional counselling services so they can talk through worries, identify practical solutions, and work out whether they need additional support. Although they can’t provide specialised long-term support for every situation, they can be a useful first outlet for those who need it.
If organisations clearly communicate these programs to staff, it can eliminate some of the guesswork about what support is available. When employees know the truth behind common myths, they can confidently decide what’s best for their wellbeing.