EXAM PAPER – EMPASS1
Question 1
Define an Employee Assistance Programme (EAP) and explain its core purpose within
an organisation.
Answer 1
An Employee Assistance Programme (EAP) is a structured, confidential workplace
support system designed to assist employees with personal, psychosocial, or work-
related challenges that may negatively impact their performance, health, or overall well-
being. Its core purpose is to provide early intervention so that problems are addressed
before they escalate into crises affecting absenteeism, productivity, morale, and
organisational climate. The EAP accomplishes this by offering counselling, referrals,
education, and advocacy services that help employees regain functioning and remain
productive contributors to the organisation. By supporting employees holistically, the
EAP aligns individual well-being with organisational sustainability.
Question 2
Discuss the historical evolution of Employee Assistance Programmes and how modern
EAPs differ from early models.
Answer 2
Employee Assistance Programmes originated in the early 20th century through
occupational alcoholism programmes aimed at rehabilitating workers whose drinking
habits affected factory output. These early EAPs were narrow in scope, focusing almost
exclusively on addiction problems and largely framed through a punitive lens. As
workplaces evolved and recognised the multidimensional lives of employees, EAPs
expanded to include broader personal and psychological issues such as stress, trauma,
financial difficulties, marital conflict, and mental health disorders. Modern EAPs differ
from early models by adopting a holistic biopsychosocial approach, emphasising
wellness, confidentiality, prevention, organisational development, and systemic
interventions. Unlike early reactive models, modern EAPs emphasise proactive
education, resilience-building and integrating EAPs with strategic HR and wellness
initiatives.
Question 3
, Explain the concept of confidentiality in EAP services and discuss why it is foundational
to programme success.
Answer 3
Confidentiality in EAP services refers to the strict safeguarding of any personal or
sensitive information disclosed by employees during assessment, counselling, referral,
or follow-up processes. This means that no identifying information may be shared with
supervisors, colleagues, or HR without explicit written consent from the employee,
except in very limited circumstances such as legal mandates or imminent danger.
Confidentiality is foundational to programme success because employees are more
likely to seek help when they trust that their disclosures will not jeopardise their
employment, reputation, or career progression. It fosters a climate of psychological
safety, encourages early intervention, and protects the integrity and professionalism of
EAP practitioners. Without strong confidentiality protections, utilisation rates decline,
and the programme’s ability to prevent crises and support organisational health
becomes severely compromised.
EXAM PAPER 2 – EMPASS1
Question 1
Analyse the role of the EAP practitioner and describe the professional competencies
required to perform this role effectively.
Answer 1
The EAP practitioner plays a multifaceted role that includes assessment, brief
counselling, referral, case management, crisis intervention, consultation with
management, training, and programme evaluation. To perform these functions
effectively, the practitioner requires competencies across clinical, organisational,
ethical, and interpersonal domains. Clinically, they must be skilled in identifying
behavioural, emotional, substance-related, and social problems affecting workers, and
in delivering short-term therapeutic interventions. Organisationally, the practitioner
must understand workplace dynamics, productivity indicators, and labour legislation to
integrate EAP services with the strategic goals of the organisation. Ethical competence
is crucial in maintaining confidentiality, professional boundaries, and culturally
sensitive practice. Interpersonally, the practitioner needs strong communication,
empathy, negotiation, and problem-solving abilities to build trust with employees and
credibility with management. Collectively, these competencies enable the practitioner
to support both individual recovery and organisational functioning.
Question 1
Define an Employee Assistance Programme (EAP) and explain its core purpose within
an organisation.
Answer 1
An Employee Assistance Programme (EAP) is a structured, confidential workplace
support system designed to assist employees with personal, psychosocial, or work-
related challenges that may negatively impact their performance, health, or overall well-
being. Its core purpose is to provide early intervention so that problems are addressed
before they escalate into crises affecting absenteeism, productivity, morale, and
organisational climate. The EAP accomplishes this by offering counselling, referrals,
education, and advocacy services that help employees regain functioning and remain
productive contributors to the organisation. By supporting employees holistically, the
EAP aligns individual well-being with organisational sustainability.
Question 2
Discuss the historical evolution of Employee Assistance Programmes and how modern
EAPs differ from early models.
Answer 2
Employee Assistance Programmes originated in the early 20th century through
occupational alcoholism programmes aimed at rehabilitating workers whose drinking
habits affected factory output. These early EAPs were narrow in scope, focusing almost
exclusively on addiction problems and largely framed through a punitive lens. As
workplaces evolved and recognised the multidimensional lives of employees, EAPs
expanded to include broader personal and psychological issues such as stress, trauma,
financial difficulties, marital conflict, and mental health disorders. Modern EAPs differ
from early models by adopting a holistic biopsychosocial approach, emphasising
wellness, confidentiality, prevention, organisational development, and systemic
interventions. Unlike early reactive models, modern EAPs emphasise proactive
education, resilience-building and integrating EAPs with strategic HR and wellness
initiatives.
Question 3
, Explain the concept of confidentiality in EAP services and discuss why it is foundational
to programme success.
Answer 3
Confidentiality in EAP services refers to the strict safeguarding of any personal or
sensitive information disclosed by employees during assessment, counselling, referral,
or follow-up processes. This means that no identifying information may be shared with
supervisors, colleagues, or HR without explicit written consent from the employee,
except in very limited circumstances such as legal mandates or imminent danger.
Confidentiality is foundational to programme success because employees are more
likely to seek help when they trust that their disclosures will not jeopardise their
employment, reputation, or career progression. It fosters a climate of psychological
safety, encourages early intervention, and protects the integrity and professionalism of
EAP practitioners. Without strong confidentiality protections, utilisation rates decline,
and the programme’s ability to prevent crises and support organisational health
becomes severely compromised.
EXAM PAPER 2 – EMPASS1
Question 1
Analyse the role of the EAP practitioner and describe the professional competencies
required to perform this role effectively.
Answer 1
The EAP practitioner plays a multifaceted role that includes assessment, brief
counselling, referral, case management, crisis intervention, consultation with
management, training, and programme evaluation. To perform these functions
effectively, the practitioner requires competencies across clinical, organisational,
ethical, and interpersonal domains. Clinically, they must be skilled in identifying
behavioural, emotional, substance-related, and social problems affecting workers, and
in delivering short-term therapeutic interventions. Organisationally, the practitioner
must understand workplace dynamics, productivity indicators, and labour legislation to
integrate EAP services with the strategic goals of the organisation. Ethical competence
is crucial in maintaining confidentiality, professional boundaries, and culturally
sensitive practice. Interpersonally, the practitioner needs strong communication,
empathy, negotiation, and problem-solving abilities to build trust with employees and
credibility with management. Collectively, these competencies enable the practitioner
to support both individual recovery and organisational functioning.
