About EAP

EAP Service


Drug Abuse/Alcohol Abuse

Depression/Anxiety Healthy

Diets/Workout Plan Stress Management

Mental Health


Facilitation Adaption Work related

Transfer Career Development

Retirement Plan


Legal / Financial Recreation

Family / Marital issues

Parenting / Family Care

Insurance / Life support

History of EAP

EAP in U.S.A.

Developmental Stage Year Significant Events
Stage I
(AA 12 steps— Alcoholics Suppression)
1930-1959 In 1935, Alcoholics Anonymous (A.A.) starts to play an important role in alcoholic suppression.
In 1940-1950, occupational counseling programs rose among industries to deal with working pressure from working shifts.
In 1959, Persnall developed a model to identify alcoholic employees. It is the former concepts and service model of Employee Assistance Program.
Stage II
(Occupational Alcoholic Programs, OPA)
1960-1979 More and more industrials led occupational alcoholic programs in their companies. During this period, the program shifts from identifying alcoholic employees to a broad spectrum of life.
Stage III
(Integrity of EAP)
1980- OAP transfer into Employee Assistance Programs. It is the whole service pack including work place, life and health.


EAP in Taiwan

Developmental Stage Year Significant Events
Stage I
(Informal Paternalistic Intervention)
Before 1980 Year 1958, Catholic associations established Young Christian Workers (YCW) to help Christian young adults improving their work place adaption.
Year 1972, Panasonic started the projects of “Big Sister” to help the young adults in their company.
Year 1979, China Youth Corps (CYC) initiated Industrial Youth Service Group and Industrial Teacher-Chang Service among different cities in Taiwan.
Stage II
(Mental Health and Life Counseling projects for labors.)
1980-1994 Year 1980, Mental Health and Life Counseling system was promoted by Ministry of Interior.
Year 1981, Ministry of Interior decided to enforce the adolescent workers in industry. Moreover, governments started to set counseling guidance system among mining workers.
Year 1982, Digital Equipment Corporation set internal counseling system in their industry.
Year 1988, the following companies in Taiwan started to follow the counseling projects. They are Vishay, Industrial Technology Research Institute, Texas Instruments, China Motor Corporation, Acer, TSMC, and Aerospace Industrial Development Corporation
Stage III
(Integrity programs of EAP including Human Resource, Industrial Relations, Employee counseling, and industrial social work.)
1994-2003 Year 1994, Ministry of Labor started to use Employee Assistance Programs (EAP).
Year 1998, Ministry of Labor published The Guide Book for EAP and hold conference for EAP professionals.
Year 1999, in order to fit the need of EAP professions, Ministry of Labor invites different educational institutes to train EAP professionals.
Year 2000, the first external Employee Assistance Programs Center was established under Lifeline in Hsin Chu City.
Stage IV
(Governments started to involve more in promoting EAP service and create a movement of EAP.)
2003-now Year 2009, Ministry of Labor published a Guidebook of EAPC Promotion for companies’ reference.
Year 2010, Ministry of Labor set helpline for EAP consultant, held promoting lecture, and develop a system for counselors to do counseling sessions in industry.
Year 2011, Ministry of Labor openly praised the entrepreneur which well-engaged in EAP service and create a model for other companies.


Service Model and Comparison

Problem Detecting System
(Contract Companies)
Problem Assessment System
Problem Sloving System
(Professional Resource)


Family Members
Short-term Consultation
Professional Referral
Case Management
Training Courses
Self Development
Crisis Management
Psychological Counseling
Workplace adaption
Balancing work and life
Parenting counsultaion
Management counsultaion
Psychiatrist and mental health
legal consultaion
Finanicial consultaion

Service Type & Comparison

Internal Model External Model Integrity Model
Pros Instant responding
Fit the organizational culture and policy
Well-collaborate with the administration system
Easy to seek for help
Easy to be managed
Lower costs
Variety of service Professional
High confidentiality
More trustworthy
More professional links
Familiar with organizational culture and policy
Variety of service which can fit in the contract companies' needs
Several ways to problem-detecting
Instant intervention is available
Cons Higher costs
Service item are limited
Hard to be trusted by employees
Service is hardly change by the organizational policy and culture
Slower responding
Standardized service packages and procedure
Cost is between internal and external model
Overlap role and responsibility