There is no federal law that says companies have to offer Employee Assistance Programs (EAPs), but if they do, they have to follow rules that protect employee privacy and confidentiality. The Americans with Disabilities Act (ADA) and the Health Insurance Portability and Accountability Act (HIPAA) can affect how EAP information is handled. Employers must make sure that employees choose to use an EAP and that employees are not punished because of private EAP records. Any medical or counselling services offered by an EAP must also follow state rules about licensing and professional practice.

Employee Assistance Programs, also known as EAPs, are offered by employers because they assist workers in maintaining their health, happiness, and productivity. By providing employees with confidential resources such as counselling and advice, employee assistance programs (EAPs) help reduce employee stress, absenteeism, and attrition rates. Additionally, they assist businesses in addressing issues at an earlier stage, which can result in cost savings for areas such as health care and disability. If you want to show that you care about your employees and want to keep them, providing an employee assistance program (EAP) could help improve the culture of the firm.

The cultural rationale is the most persuasive explanation for employee assistance programs (EAPs), despite the fact that the legal reason is extremely important. Employers have the capacity to decrease stigma, encourage open and honest interactions, and provide a secure working environment if they normalise mental health support and make it more acceptable to receive it. The result of this is an increase in the number of employees who remain with the company, a rise in the level of engagement, and an all-around improvement in performance.