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An employee assistance program (EAP) is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal or work-related problems. EAPs address a broad range of issues affecting mental and emotional well-being and job performance, including not only substance use disorders but also other psychological disorders, stress, grief, and family problems. EAPs may also help organizations prevent and cope with workplace violence, trauma, and other emergency response situations.Â
 Under ordinary circumstances, the fact that an employee has consulted with an EAP, as well as the details of that interview, and any information about an employee’s condition or treatment cannot be revealed without the employee’s consent. When an employee receives EAP services as the result of a referral by her employer or manager, however, the employer or manager may be given limited information – i.e., they can be told if the employee kept the appointment, whether the employee needs treatment, and whether the employee accepted treatment. The employer or manager should not be given any other private or confidential information about the employee without the employee’s consent.Â
Of course, confidentiality can be breached in the context of an EAP in those same situations that it can be breached in other contexts, such as when disclosure of certain information is necessary to prevent serious, foreseeable, and imminent harm to the employee/client or another identifiable person. The therapist should inform the employee of these and all other limits to confidentiality at the beginning of services.