EAP is a worksite-based programme designed
to assist in the identification and resolution of
productivity problems associated with
employees impaired by personal concerns,
including, but not limited to, health, marital,
family, financial, alcohol, drug, legal,
emotional, stress, or other personal concerns
which may adversely affect employee job
AIM OF EAP
Help employees overcome their personal
Lighten the burden of supervisors
FUNCTIONS OF EAP
To take measures and support employees in the
prevention and treatment of psychological and
social malfunctioning which has a negative impact
on the job satisfaction.
EAP Functions can be categorized as follows:
• Providing a professional and confidential
counselling service for any employee or his/her
dependants who experience personal problems
• Referrals to more specialized services if
necessary psychologists, psychiatrists and
• A programme promoting healthy lifestyles and
FUNDAMENTAL PRINCIPLES OF EAP
It is the cornerstone on which this programme is
based. Employees utilizing the programme
should be assured that personal information will
be treated with confidentiality. It is an ethical
obligation for counsellors to keep their client’s
The programme should not clash with existing
administrative procedures and contractual
agreements. The programme should be free from
management or labour influence.
Participation in the programme should not in any
way jeopardize an employee’s job, job security,
chances for promotion , merit awards and notch
• All employees should have reasonable access to
the programme. Participation should be
• But when a decline in productivity is noticed, the
supervisor may direct the employee’s
participation in the programme.
• Failing to participate, a disciplinary action can
be taken for continued poor performance in
accordance with the Disciplinary Code and
procedures for the Public Service.
5. Equal and Dignified Service
• Employees treated should receive the same
consideration as those with medical problems.
• Employees should be treated with respect and
• Supervisors should be the first to identify poor
performance of subordinates especially which
results from personal problems.
• Supervisors should not be expected to attend to
these problems over and above their normal
• However, supervisors should have the following
Bring to the attention of the affected officials, the
availability of the programme
Referring employees to the programme only when
Continuously reminding their subordinates of the
existence of the programme.
Supervisors should not see EAP as a burden but
should provide assistance in ensuring that employees
participate in the programme
• Peers like the supervisor by virtue of their close
working relationship, should be in a position to
identify colleagues who may be experiencing
• However, peers are usually misguided by the
notion that they will be putting colleagues in
trouble should they report their observation.
• But they cause more harm by not reporting such
observation, thereby contributing to no corrective
action being taken.
• Employees who identify colleagues with problems,
should encourage them to utilize the programme or
report their observation to the supervisor
• Employee utilizing the programme must be
committed to the success of the programme
• Attendance to programmes, workshops and
information sessions are the responsibility of the
• The success of the programme depends on the
individual’s commitment, dedication and
willingness to change.
• Management should accept the EAP programme as
a management and strategic tool that will assist in
managing employees who are experiencing personal
work related problems.
• Management must ensure that all staff under their
control know of the existence of the programme.
• Management must pledge their support to the
success of the programme
5. HRM Managers/Directors
• It should be their responsibility to manage
EAP in the most efficient and cost
• The HRM Manager/Director should be
responsible for monitoring the
appropriate EAP interventions and
6. Director General
• The Director General should be the
ultimate responsible person for the
wellness of the employees in the
• He should acknowledge that personal
problems directly impact on productivity,
therefore he should approve that those
officials in need of assistance be
Ways of referral to programme:
The employee should voluntarily approach the for
assistance. An appointment with an EAP practitioner
can be arranged telephonically or personally
Colleagues and friends may arrange an appointment
for a co-worker. Colleagues and friends on noticing a
sudden change in the behavioral pattern of a co-worker
should support and encourage him/her to seek
assistance from the programme
• Family members who become concerned about
an employee’s behaviour, may seek the advice of
the programme coordinatordirectly. If the
employee is eventually brought to the counselling
process, this will be regarded as a family referral.
• Just like any other referrals, the family referrals
should be treated with the utmost confidentiality.
Principles of payment for treatment
Every employee is encouraged to have a medical
aid for the payment of their treatment
Employees who do not wish to be members of a
medical scheme shall be responsible for fees of the
professional treatment they receive. This should be
viewed as a first step of the employee’s acceptance
of responsibility for his/her recovery.
Where a member’s medical aids does not cover
100% for the treatment, the department should
settle the remaining amount
Only treatment that is not provided for by
provincial hospitals should be accommodated.
Payment for treatment of officials should be made
from Professional & Special services expenditure
Therefore Managers must ensure that budget is
allocated for the treatment of officials referred to
EAP IN THE FSPG
The policy on EAP has already been drafted by the
Department of the Premier.
The provincial EAP committee has been established.
EAP has not yet been implemented by Departments in
However, the Department of Public Works (Special
Programmes Unit) already has a counselling service
available to their employees.
The Department of Works utilizes a Social Worker
and a Professional Nurse for the programme.
EAP IN THE FSPG
The Department of Education has already appointed
counsellors for their role in the EAP
In other provincial departments, Special Programmes
Officers have been appointed to handle EAP.
In some departments, Personnel Practitioners handle
There needs to be uniformity among departments
Benchmarking is therefore necessary.
Departments should be committed in
ensuring the well-being of their employees.
HR Managers and EAP Practitioners
should assist and advise other line
Managers regarding the programme and
the treatment of their official where