Employee Assistance Programme

Confidentiality is the foundation of the EAP service. The EAP is bound by strict professional standards regarding the confidentiality and the disclosure of details of individuals who have contacted them.

In line with the codes of practice outlined by the Irish Association of Counselling and Psychotherapy (IACP or other relevant clinical bodies), an individuals’ contact with the EAP team remains confidential. The individual chooses what information they share, and no details will be given to anyone unless they instruct the EAP to do so. The only exceptions are:

1. Where there is a risk to someone’s life, an employee’s safety or the safety of others;
2. Where required by law.

Use of the Employee Assistance Programme is voluntary.

There are five referral processes:

1. Self Referrals:

A self-referral occurs when an employee who wishes to discuss an issue contacts the EAP directly through the free phone number without any intervention from other sources (i.e. management, supervisors, and employee representatives, etc.).

2. Management Referrals:

It is the responsibility of management to oversee the performance of their employees. While an employee may voluntarily self-refer and make contact with the EAP, management may also recommend and/or refer employees to the EAP at any time. In order to arrange a management referral, the manager should contact HR and discuss the issue with HR. Following this HR will complete a Management Referral Form in conjunction with the dedicated EAP Consultant, which must be signed by both the manager and the employee. If there is a need for feedback to HR, the employee must complete a consent form

The initial presentation and recommendations for treatment is the sole responsibility of the EAP team.

The acceptance or refusal to engage with the EAP should not result in disciplinary action for the employee

Appointments with a counsellor are available outside of work hours.

Manager’s Guide to the Employee Assistance Service

Employee Assistance Service Management Referral Form

3. Employee Representative Recommendations:

There may be circumstances where employees and their family members could benefit from the EAS and they may be encouraged to use the EAS by their recognised employee representative. Such recommendations are encouraged because recognised representatives may become aware of a problem prior to the point where a management referral becomes necessary.

In such instances, the employee will refer themselves to the EAS service similar to the self-referral process outlined above.

4. Critical Incident Referrals:

Critical incidents are situations in which employees are subjected to a traumatic event in the course of their work (e.g. a robbery; an accident in the workplace or the death of a colleague). In such events, management can notify the EAS team immediately and a response plan can be co-ordinated and implemented. Employees also have the option to make direct contact with the EAS team for individual support following a traumatic experience.

5. Disciplinary-Related Referrals:

When an employee is showing signs of deteriorating job performance, poor attendance/ time-keeping, or inappropriate or unacceptable behaviour management will follow the standard disciplinary procedure. In conjunction with this procedure, if it is thought to be appropriate, management may inform the employee of the function and benefits of the EAS and offer to make a referral if the employee is willing to engage with the EAS. HR will then complete a Management Referral Form, which must be signed by both the manager and the employee. The manager will then forward it to the EAS provider, who will contact the employee within 24 hours and conduct the initial assessment. The EAS may then arrange for the first appointment to be made for the employee at a suitable time. If the referral necessitates feedback for HR the employee must provide written consent by completing a consent form.