Workplace Counselling and Employee Assistance Programmes

If your employer offers an Employee Assistance Programme (EAP), you may already have access to free counselling without realising it. EAPs are one of the quickest, most underused routes to support.

What an EAP usually offers

• A confidential helpline, often 24/7
• A short course of counselling sessions, by phone, video or in person
• Practical advice on money, legal or family issues
• Manager support for handling difficult situations

The number of sessions varies, commonly a handful per issue.

What EAP counselling is like

EAP counselling is usually short-term and focused. After an initial phone assessment, you’re matched with a counsellor, and sessions concentrate on one main issue, such as stress, a relationship problem or a bereavement. Because the number of sessions is limited, it helps to think in advance about what you most want to work on. If your needs are more complex, the EAP may suggest longer-term support instead.

Is it confidential?

EAPs are typically run by independent providers. Employers usually receive anonymous usage statistics, not names or details. Confidentiality has the usual limits, such as serious risk of harm to you or someone else. Ask the provider to explain their policy before you start.

How to access it

1. Check your staff handbook, intranet or benefits portal.
2. Ask HR, discreetly if you prefer; you don’t need to say why.
3. Call the helpline for an assessment and to book sessions.

Other support at work

• Occupational health: if your health is affecting your work, your employer may refer you for an occupational health assessment, which can recommend changes.
• Reasonable adjustments: in England, Scotland and Wales, if a mental health condition has a substantial, long-term effect on your daily life, it may count as a disability under the Equality Act 2010, and your employer must consider reasonable adjustments, such as changed hours or duties.
• Access to Work: in England, Scotland and Wales, this government scheme includes a free, confidential mental health support service for people in work.
• Fit notes: if you need time off, your GP can assess you and issue a fit note after the first seven days.

Getting the most from a few sessions

• Pick one focus. Decide which problem matters most right now.
• Note what’s happening between sessions, such as triggers, sleep and mood, so you can use the time well.
• Ask about next steps early, so you’re not left without support when sessions end.
• Use the extras. Many EAPs also offer money, legal and family advice, which can ease the pressures behind stress.

When EAP sessions end

Short-term counselling helps many people. If you need longer support:

• Ask the EAP counsellor for recommendations
• Self-refer to NHS Talking Therapies in England; see how to find a counsellor in the UK
• Consider private counselling; see counselling costs

Work stress and burnout

If work itself is the problem, counselling can help alongside practical changes. Our guide to burnout signs and recovery covers both.

Our guide to confidentiality in counselling explains what an EAP can and can’t share with your employer.

Frequently asked questions

Will my manager know I used the EAP?

Usually not. Providers typically share only anonymous statistics. Check your EAP’s confidentiality policy.

Can I use the EAP for non-work problems?

Yes. EAPs usually cover personal issues too, such as relationships, grief and money worries.

Can family members use my EAP?

Some programmes include household members. Check your scheme.

Is EAP counselling as good as private counselling?

EAP counsellors are usually qualified and registered, but sessions are short-term and focused on one issue. For longer or more complex support, NHS or private counselling may suit you better.