Referring an employee to EAP for assistance can be one of the most valuable uses of the program. EAP can offer struggling employees the opportunity to express themselves confidentially, while also allowing for coaching and planning around whatever personal or performance issues they may be facing.

The first step to formally referring an employee to EAP is for the direct manager/supervisor to call our EAP Clinical Manager to review the matter at 888-392-0050; our Clinical Manger will be happy to guide you through the process.

This initial discussion is critical to the success of any EAP intervention. First, EAP will help the referring manager or HR representative to assess the situation and identify the desired outcome. This stated desired outcome will serve to frame the focus of the EAP counselor's work; without it, a 'blind' referral to EAP regarding a performance problem may miss the mark entirely.

There are several types of referrals to EAP:

1. Self Referral

Employees are encouraged to call INVEST EAP directly to schedule an appointment or talk to a counselor about a particular concern. The EAP is designed to provide convenient, confidential counseling so that problems can be addressed in their early stages, before they begin to interfere with work or personal life. Most of our callers self-refer.

2. Informal Referral

When an employee is struggling with a personal or work-related issue that is not yet affecting his/her performance, colleagues and managers are encouraged to remind the employee of the fact that EAP is available, provide the contact information and encourage its use. Supervisors may facilitate an Informal Referral through one of the following options:

  • Provide an EAP brochure and encourage the employee to contact an EAP counselor
  • Offer to assist the employee in placing the initial call
  • Be flexible with an employee's work schedule to accommodate EAP appointments

3. Supervisory Referral

A Formal Supervisory Referral occurs when a manager seeks help for an employee who is exhibiting performance problems. Performance problems usually fall within one of three categories: Productivity, Absenteeism and Interpersonal Workplace Relationships or Behavioral Issues. The manager wants to offer help and hopes that the employee will receive assistance to specifically address the underlying personal issues that are affecting performance. The decision to use the Supervisory Referral option is a choice that is made in concert with EAP. This decision will be based on the particular circumstances of the employee and the work place, and should evolve out of a Management Consultation.