P. 6 There may be times when you feel that an employee could benefit from intervention or assistance, such as when someone has experienced the loss of a loved one, a divorce or separation, an accident or a severe illness. Or perhaps an employee has approached you in confidence about a personal or work-related issue. This is not an easy situation for anyone, and sometimes it’s difficult to resist ‘counseling’ the employee. But remember that as a manager, your strongest position is to remind the employee that help is available through the EAP. This offer of EAP support will help you maintain professional boundaries while still showing support for the employee. EAP services are confidential. The EAP doesn’t let an employer or anyone else know that someone called unless the caller has given consent and written permission. The only exception to this rule of confidentiality is if the EAP consultant learns that someone is at risk of self-harm or of harming others. In this case, the consultant may be required to report the situation to the appropriate authorities. • Personal stress • Depression • Grief and loss • Anxiety • Aging and midlife issues • Mental health and wellbeing • Managing anger • Lifestyle and health changes • Crisis situations • Traumatic experiences • Financial consulting • Legal issues • Communication • Relationship conflict • Separation/ divorce • Domestic abuse • Building healthy relationships • Parenting • Blended families • Extended family relations • Communication • Single parenting • Aging parent concern • Alcohol • Drugs • Smoking • Gambling • Relapse prevention • Workplace conflict • Performance issues • Violence • Harassment • Work-life balance • Work-related stress • Time management ...and more. Personal wellbeing and health Relationship issues Family issues Substance abuse and addiction Workplace challenges Talking to employees about the EAP. Your employees can receive help on a variety of issues: