Fair Work Australia places a strong emphasis on the fact that workers have the right to a workplace that is both safe and fair. As a matter of course, this was traditionally understood to refer to the absence of harassment, acceptable working hours, and physical safety. Over the past few years, however, the concept of "safety" has broadened to encompass psychological well-being. As a result, organisations are now required to take into consideration stress, burnout, conflict, and bullying as potentially harmful situations. Through the use of an EAP, a business can demonstrate to Fair Work inspectors, unions, and employees that they are serious about protecting their personnel above the bare criteria. Fair Work's aim is to promote fairness and dignity in the workplace, and it is not simply about complying with regulations; rather, it is about creating a contemporary and supportive working environment.

EAPs are not required by law, contrary to what you may believe. The Act, on the other hand, leaves the obligation of protecting employees from harm, including psychological dangers, on the shoulders of employers. They are required to demonstrate that they are actively promoting the wellbeing of their employees. For instance, if an employee files a complaint about bullying or stress in the workplace, Fair Work may investigate whether or not the employer takes reasonable steps to provide support for the employee. It is possible that having an EAP is evidence of such measures. In a nutshell, an employee assistance program (EAP) is a realistic approach to fulfil compliance standards and prevent conflicts from developing into costly Fair Work lawsuits, even though it is not required.

The concept of fair work encompasses not only pay scales and leave entitlements, but also justice, decency, and equal access to support that is provided to all employees. In order to actively reinforce these ideals, an employee assistance program (EAP) ensures that all employees, regardless of their job or seniority, have access to confidential assistance. In this way, the playing field is levelled. There is no difference in the right to support between a junior employee who is coping with harassment and a senior executive who is experiencing burnout. In this manner, employee assistance programs (EAPs) promote equity and fairness by assisting companies in adhering to the Fair Work rules in both their spirit and their text.

One of the most important functions of an employee assistance program (EAP) is to prevent disagreements from developing into formal complaints or hearings for fair work. Within the organisation, problems are more likely to be resolved internally if employees have access to confidential therapy and are able to talk through difficulties at an early stage. As an illustration, a worker who is having difficulty meeting unreasonable workload demands may make use of the Employee Assistance Program (EAP) in order to devise methods of coping and to organise a positive conversation with their management. By acting in this manner, the workplace is able to prevent a breach of trust, which might otherwise result in the involvement of Fair Work. EAPs, in a nutshell, serve as a safety net that is beneficial to both the employees and the employers.

Despite the fact that it is not currently required by law, there is a rising amount of pressure for psychological health support to become widely accepted. The scope of Fair Work has already been enlarged to include protections against psychosocial hazards, and it is possible that that these responsibilities will be strengthened in subsequent assessments. It is probable that in the years to come, it may become a de facto need to provide access to wellbeing support, such as an employee assistance program (EAP), this is especially true in industries that experience high levels of stress or turnover. Companies who implement EAPs at this time are not only meeting the standards of today, but they are also getting ready for the standards of tomorrow.