The external response is likely to be more favorable than if it were a joint Labour management EAP program. Presenting the EAP as an employee benefit has definite advantages. The absence of bureaucracy makes the program much easier to introduce and maintain. It also generates the image of a progressive employer with superior employee benefits. You can set up benefits review committee or one that only monitors EAP confidentiality.
Many companies have an employee wellness committee.
It normally include informal leaders and managers who employees perceive as approachable. The purpose of the committee is to encourage healthy life-styles. Typical issues are physical fitness, smoking cessation, stress management, personal goal setting, finances and more. Since EAP does promote wellness, it is feasible to have this committee monitor confidentially and employee attitudes toward the program.