Employee assistance programs in Bloomfield Hills that people actually use
An EAP gives employees and their families confidential short-term counseling and practical help with problems that follow them to work. Many employers already own one without knowing it. We find out what you have, and fit it into your wellbeing strategy. Behavioral health sits alongside chronic conditions in our health and cost strategy.
A typical EAP includes a set number of free counseling sessions per issue, a 24-hour phone line, referrals for child care, elder care and legal or financial questions, and consultation for managers dealing with a difficult situation on their team. Our guide to EAP benefits for employees explains what a typical program covers and the rules that keep it simple.
Do we already have an EAP?
Possibly. Many group life and disability contracts include one at no added cost. We check your current contracts first, because the most common EAP problem is not the program itself, it is that nobody on the team knows it exists.
Bundled or standalone?
A bundled EAP costs nothing extra but usually offers fewer sessions and little reporting. A standalone program costs a per-employee monthly fee and typically adds more sessions, manager training, critical incident response after a workplace event, and usage reporting that shows whether it is working. The right answer depends on what you need the EAP to do.
Is an EAP a group health plan?
It can be. An EAP that provides significant medical care, such as ongoing counseling, can be treated as a group health plan with ERISA and COBRA obligations unless it meets the federal test for an excepted benefit. The design decides which side it falls on, and it pairs with mental health parity questions on the medical plan.
Common questions
Is the EAP confidential?
Yes. The employer sees only aggregate usage, not who called or why. Counselors do not report back to the employer without the employee’s written consent. Even when a manager formally refers someone, the most the EAP usually confirms, with consent, is that the employee attended, not what was discussed. Saying this plainly in the rollout material is what gets people to call.
Who can use it?
Usually employees and their household members, whether or not they are enrolled in the medical plan. Check how your contract defines a household member, since some include adult children living away from home. The spouse or teenager who has never seen the plan material may be the person who most needs the number.
Does it replace mental health coverage on the medical plan?
No. It handles short-term issues and referrals; ongoing treatment runs through the medical plan. It also should not be a required step before using mental health benefits on the medical plan, because that kind of gate raises a parity question. When the EAP refers someone on, the next provider should be in the medical plan’s network.
Talk to us about employee assistance programs in Bloomfield Hills
Book a 30-minute call and we will walk through employee assistance programs in Bloomfield Hills for your team. Visit us at 41000 Woodward Avenue, Suite 350 East, Bloomfield Hills, MI 48304, or call 248.370.8853.
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