Employee assistance programmes

New and updated

• XpertHR benefits and allowances survey 2019: Health benefits

  Date:

  24 June 2019

  Type:

  Survey analysis

  Health and wellbeing continue to feature prominently in employers' benefits packages, as our survey shows.

• Trauma and stress: Supporting workers' families

  Date:

  19 February 2019

  Type:

  Commentary and analysis

  We explore the potential impact of workers' exposure to traumatic events and other stressful environments on their families and look at some of the measures that employers can take to support those families.

• XpertHR benefits and allowances survey 2018: Health benefits

  Date:

  28 June 2018

  Type:

  Survey analysis

  Health and wellbeing remain common features of many organisations' benefits packages, XpertHR's latest survey finds.

• Policy setting out an employee assistance programme

  Type:

  Policies and documents

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• XpertHR benefits and allowances survey 2017: Health benefits

  Date:

  29 June 2017

  Type:

  Survey analysis

  Almost all organisations offer at least one health or wellbeing perk in their benefits package, our latest survey reveals.

• XpertHR employee assistance programmes survey 2014

  Date:

  20 October 2014

  Type:

  Survey analysis

  Employee assistance programmes continue to be popular among employers, our latest research finds, with online resources growing in importance as a feature of schemes.

• Employee assistance programme

  Type:

  Employment glossary

  Definition from the XpertHR glossary.

• Set up an employee assistance programme

  Type:

  Tasks

• Review an employee assistance programme

  Type:

  Tasks

• Counselling services not a panacea for dealing with stress at work

  Date:

  1 June 2007

  Type:

  Law reports

  Where an employee is experiencing stress related to excessive workloads, the presence of a workplace counselling service will not automatically serve to discharge the employer's duty of care in stress claims.