Across Australian workplaces, Employee Assistance Programs (EAPs) are promoted as a vital resource for employees experiencing challenges at work. Whether it’s workplace conflict, bullying, harassment, discrimination, stress, or simply seeking advice on how to navigate a difficult situation, EAP services are often presented as a safe first step for workers looking for support.
But what happens when accessing that support comes at a personal cost?
Recently, the Union raised concerns about a workplace practice requiring employees to use personal leave, annual leave, or unpaid time to attend all EAP appointments, regardless of the reason for the appointment. While this issue arose in one workplace, the broader principle is relevant to workers across many industries.
The Union’s position is straightforward: if employers genuinely encourage employees to seek support early, workplace systems should not create barriers that discourage them from doing so.
In many workplaces, EAPs are not simply counselling services. They are often promoted as part of an organisation’s broader approach to resolving workplace concerns. Employees may use the service to seek advice about bullying, harassment, discrimination, workplace conflict, complaint processes, or simply to understand their options before deciding what action to take.
For some workers, an EAP appointment may be the first time they speak to anyone about a workplace issue.
That is why the Union believes a common sense approach is needed. Employees should not feel they must choose between protecting their wellbeing and preserving their leave entitlements. Nor should they be placed in a position where seeking advice about a workplace concern results in a financial disadvantage.
From a practical perspective, encouraging workers to access support early benefits everyone. Early intervention can help resolve concerns before they escalate, reduce workplace conflict, improve wellbeing, and prevent issues from becoming more complex and difficult to manage. It is a preventative approach that supports both employees and employers.
The Union also believes workplaces must recognise that not every EAP appointment is “medical” in nature. Employees may be seeking coaching, guidance, support, safety planning, or information about workplace processes. These conversations play an important role in helping workers make informed decisions and engage confidently with workplace procedures.
At its core, this is about creating workplaces where people feel safe to raise concerns and access support without fear of disadvantage.
This issue was recently raised by members at AHM/Medibank. After receiving member concerns the Union has called on the business for a review of practices that may unintentionally discourage workers from seeking assistance and has advocated for arrangements that better reflect the purpose of EAP services. It is an example of the Union’s ongoing commitment to raising member issues directly with decision makers and pushing for practical solutions that improve workplace outcomes.
While the circumstances may differ from one industry to another, the principle remains the same: when workers seek help to address workplace concerns, they should be supported not penalised.
That’s what common sense looks like in practice, and it’s exactly the kind of issue unions exist to address.
