When is an EAP referral considered? 
Consider an EAP referral when an employee’s performance is not meeting the established performance standards, including unprofessional conduct at the workplace. The goal of the referral is to assist the employee in managing work or home issues that may be impacting work performance. Contact your Human Resources representative to discuss the situation before making a referral.

How does an employee engage with the EAP? 
An employee can utilize EAP services as follows:

Self-Referral 
Self-referrals are voluntary referrals by an employee who recognizes a need for assistance and calls the EAP’s toll-free number to request services. All voluntary referrals are strictly confidential. Without a signed release of information by the employee, no information regarding EAP participation will be disclosed to any third party. 

Informal Referral 
Informal referrals are referrals to the EAP suggested by the employee’s leadership as a result of the employee sharing personal issues. As a manager, you should see this as an opportunity to encourage the employee to utilize EAP services rather than providing advice on how the employee can resolve his or her personal issue. 

Formal Management Mandated Referral 
Formal referrals are initiated by management after consulting with Human Resources to ensure that all internal policies are followed. These referrals take place when the employee’s personal issues impact work performance or workplace behavior. A formal referral should be exercised only after careful thought and preparation. After consultation with Human Resources, the manager should contact the EAP prior to meeting with the employee to initiate the referral process. 

Please remember that for any type of referral, the toll-free number included on all EAP communication materials should be used.