Understanding Your EAP Session Availability: Whether You've Given Notice or Been Laid Off

In today's dynamic work environment, it's common for employees to experience transitions—whether it’s a decision to move on to a new role or facing an unexpected layoff. During these times, managing stress, emotions, and life changes is crucial, and your Employee Assistance Program (EAP) can offer essential support.

But how can you know how many EAP sessions you still have available to you in these situations? Here’s a quick guide to help you understand your EAP entitlements in both scenarios:

1. When You’ve Given Notice:

If you’ve handed in your notice but are still working through your notice period, you are likely still fully eligible to access EAP services. Since you are technically still employed, you can usually continue to use the number of EAP sessions provided in your contract or employee benefits package.

Before your last day of employment, it’s a good idea to:

• Review your benefits documentation to confirm how many sessions you have left.
• Contact your EAP provider to understand if your access changes upon departure.
• Book sessions early, if you think you’ll need support during this transition period.

Most employers offer these services confidentially, so it’s also important to note that any EAP sessions you attend during this period are protected by strict privacy policies. Your employer will only be informed about general usage statistics, not about the specifics of who is using the service.

2. After Being Laid Off:

Being laid off is a challenging experience, and many employees wonder if they can still access their EAP services once their employment has officially ended. The answer often depends on the employer's policies and the specific terms of the EAP agreement.

Typically, some EAP services continue to be available for a set period post-layoff. For instance, you may still have access for:

• A defined period after your layoff (e.g., 30 days, 60 days, or longer).
• A set number of sessions, regardless of employment status, particularly if the layoff falls under specific agreements or severance packages.

To find out:

• Review your layoff documentation, as employers may extend EAP access as part of severance benefits.
• Reach out to your HR department or EAP provider to get clear on how long the benefit lasts and how many sessions remain available to you.

Why It Matters:

Whether you’re transitioning out voluntarily or involuntarily, life doesn’t stop. Financial concerns, emotional adjustment, and navigating the job market can all take a toll on your mental health and well-being. Ensuring that you know your EAP session availability allows you to make the most of this valuable resource during a time of significant change.

If you’re unsure about your EAP coverage or feel hesitant to reach out, remember that EAP services are designed to be supportive, confidential, and easy to access. It's never too early or too late to seek the help you need.

If you have more questions about your EAP access or how these programs work, feel free to reach out—I’d be happy to assist.