Set up An Employee Assistance Program (EAP) in your organization
Why set up a Employee Assistance Program (EAP) today?
- Supporting employees in difficulty without replacing professional counselors;
- Preventing absenteeism, disengagement, and turnover;
- Managing sensitive or emotionally charged situations;
- Preserving workplace harmony and collective performance.
What is a Employee Assistance Program (EAP)?et comment l'implémenter en 2026 ?
Fast accessibility and without complex procedures
Employees can use the system easily, without cumbersome administrative procedures or obstacles to making contact.
Strict confidentiality of exchanges
Support is carried out in a completely confidential framework, guaranteeing the trust and freedom of speech of the beneficiaries.
Supported by qualified professionals
Employees are supported by psychologists, coaches or experts trained in the human and organizational challenges of work.
Complementarity with existing HR, QWL and prevention actions
The EAP is neither a medical tool nor a simple hotline: it is a mechanism for prevention, support, and intervention, serving both individuals and the organization.
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What HR challenges does a Employee Assistance Program adress?
Preventing absenteeism and turnover
Personal or professional difficulties that go unaddressed can quickly lead to absences from work, a gradual loss of engagement, or resignations. Employee Assistance Programs (EAPs) allow organizations to take proactive measures before the situation worsens.
Supporting performance and engagement
A supported employee is more available, more committed and more able to mobilize his resources. By acting on mental health and overall balance, EAP contributes to more sustainable performance.
Helping HR manage complex situations
Conflicts, overload, psychological distress, difficult life events, crisis situations: the EAP offers a professional relay to HR and management teams, without exposing or isolating them.
Strengthen the culture of prevention and care
Setting up an EAP sends a clear signal: mental health and well-being are an integral part of an organization's social responsibility.
Concrete support for employees
- Mental and emotional health (stress, anxiety, anxiety, exhaustion, relationship difficulties);
- Physical health and the impact of work on overall balance;
- Financial or budgetary difficulties;
- Legal support (personal or professional questions);
- Situations related to disability, care or parenting;
- Emotionally strong life events or situations.
Confidentiality, accessibility and secure environment with Qualisocial for your EAP
This is why the Qualisocial system is based on:
Total confidentiality of exchanges
A clear separation between individual support and business
Simple and fast access methods
A strict ethical framework
More than 1100 organizations trust us, why not you?
The Qualisocial approach for your EAP
- A tailor-made design, adapted to your organization and your challenges;
- A team of psychologists, coaches and specialized therapists;
- Solid field experience, with an average of 8 years of practice;
- A global and preventive vision of mental health at work;
- An individualized follow-up, far from standardized devices
Options for Implementing the Employee Assistance Program
- As an ongoing program, to provide continuous support to employees;
- As a temporary program, during sensitive periods such as restructuring, crises, organizational transformation, or major incidents.
FAQS
Do you have questions about the Employee Assistance Program?
What organizations can set up an Employee Assistance Program (EAP)?
All organizations, regardless of size or sector, can implement an EAP to improve the well-being of their employees and achieve performance benefits.
All organizations, regardless of size or sector, can implement an EAP to improve the well-being of their employees and achieve performance benefits.
How long does it take to deploy an Employee Assistance Program (EAP)?
The time frame for deploying an EAP varies, but it can generally be implemented in a few weeks to a few months, depending on the complexity of the services selected and the size of your organization.
The time frame for deploying an EAP varies, but it can generally be implemented in a few weeks to a few months, depending on the complexity of the services selected and the size of your organization.
How long should an Employee Assistance Program (EAP) be deployed?
We believe that an EAP should be deployed on an ongoing basis to provide ongoing support to employees and maximize its benefits. However, an EAP can also be set up on a temporary and targeted basis if necessary: restructuring, period of crisis or major change, etc.
We believe that an EAP should be deployed on an ongoing basis to provide ongoing support to employees and maximize its benefits. However, an EAP can also be set up on a temporary and targeted basis if necessary: restructuring, period of crisis or major change, etc.
How much does an Employee Assistance Program (EAP) cost?
The cost of an EAP varies according to the services included and the number of employees, but it is generally calculated per employee and can range from a few dozen to a few hundred euros per year.
The cost of an EAP varies according to the services included and the number of employees, but it is generally calculated per employee and can range from a few dozen to a few hundred euros per year.
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