For Employees & Employers
Employee Assistance
Programs (EAPs)
Your EAP benefit may cover addiction and mental health treatment at Rize OC — with complete confidentiality from your employer. Our team handles all coordination at no cost to you.
Understanding Your Benefit
What Is an EAP —
And What Does It Cover?
An Employee Assistance Program (EAP) is a confidential benefit offered by most mid-to-large employers that provides employees and their families with access to mental health counseling, substance use treatment referrals, financial and legal consultation, and other support services — at little or no cost to the employee.
EAPs are administered by third-party organizations, completely independent of your employer. Your company pays for the benefit but receives no information about how individual employees use it. What you share with your EAP counselor stays with your EAP counselor.
For addiction and mental health treatment, EAPs typically fund an initial assessment and short-term counseling, then coordinate a referral to a treatment provider — like Rize OC — where your health insurance takes over. Rize works directly with your EAP case manager to make this transition seamless.
Mental Health Counseling
Short-term therapy for anxiety, depression, stress, grief, and relationship challenges.
Substance Use Referrals
Clinical assessment and referral to inpatient or outpatient treatment programs.
Family Support
Coverage often extends to dependents — spouses and children of enrolled employees.
Financial & Legal Aid
Many EAPs include consultations with financial advisors and legal professionals.
Work-Life Services
Childcare referrals, eldercare resources, and wellness program coordination.
Crisis Intervention
24/7 crisis hotlines and emergency mental health support for acute situations.
The Process
How EAP Treatment Works
Step by Step
We coordinate with your EAP from first call to first day of treatment — so you don't have to navigate the system alone.
Step 01
Employee Contacts EAP
The employee reaches out to their company's EAP provider — often a toll-free line or online portal — for an initial assessment and referral. This step is separate from Rize and completely confidential from the employer.
Step 02
EAP Issues a Referral
The EAP counselor conducts a brief clinical screen and issues an authorization or referral to a treatment provider. Rize OC is recognized by most major EAP networks.
Step 03
Rize OC Admissions Connects
Once a referral is received — or when an employee calls Rize directly — our admissions team coordinates with the EAP, verifies all benefits, and handles the paperwork. The employee focuses on one thing: getting well.
Step 04
Treatment Begins
The employee enters the appropriate level of care — detox, PHP, IOP, or outpatient — with full EAP and insurance coordination in place. Clinical updates go to the EAP only with written consent.
Don't have an EAP referral yet? You can also contact Rize directly. We will help determine whether your EAP or health insurance — or both — can be used, and handle all coordination on your behalf.
Know Your Rights
Your Privacy Is
Protected By Law
Many employees hesitate to use their EAP benefit out of fear that their employer will find out. Understanding your legal protections can make the difference between getting help and suffering in silence.
Your employer is never told you contacted an EAP for substance use or mental health treatment.
Your participation in treatment is protected by HIPAA and cannot be shared without your explicit written consent.
EAP sessions and referrals are typically free of charge to the employee, regardless of insurance status.
Job protection may be available under the Family and Medical Leave Act (FMLA) for qualifying employees seeking treatment.
Your participation in an EAP is voluntary — there is no obligation to continue past the initial assessment.
For HR & Employers
Why Employers Partner
With Rize OC
Reduced Absenteeism
Untreated addiction and mental health disorders are among the leading drivers of missed work days. Treatment that works reduces that burden at the organizational level.
Liability Protection
Employers who provide access to EAP-connected treatment programs demonstrate duty of care — reducing exposure in workplace incident and safety contexts.
Workforce Retention
Employees who successfully complete treatment and return to work show significantly higher long-term tenure. Recovery-supported employees become loyal, high-performing team members.
Healthier Culture
Organizations that actively support employee wellbeing see measurable improvements in morale, engagement, and peer culture — benefits that extend well beyond the individual in treatment.
HR & EAP Coordinators
Rize OC works directly with EAP case managers and HR on referrals, return-to-work plans, and compliance monitoring — with employee consent.
Contact Our EAP LiaisonEAP Networks
EAP Providers We Work With
Rize OC coordinates with all major EAP networks. Don't see yours? Contact us — we work with most providers.
Aetna Resources for Living
Cigna EAP
Optum / UHC EAP
Magellan Health
ComPsych GuidanceResources
Anthem EAP
Spring Health
Lyra Health
LifeWorks (Morneau Shepell)
First Stop Health
Get Started Today
We Handle the
EAP Coordination For You
Submit the form and our admissions team will contact your EAP provider, verify your insurance benefits, and walk you through exactly what is covered — completely free, and with no obligation to continue.
We call your EAP
Our team contacts your EAP provider directly and coordinates the referral
Benefits verified same day
We confirm both EAP and insurance coverage within hours
Same-day admission possible
When criteria are met, treatment can begin the same day
EAP & Insurance Verification
Confidential · No cost · No obligation
Common Questions
EAP Questions,
Answered Clearly.
Still unsure about your EAP benefit? Our admissions team answers these questions every day — call anytime.
No. EAP usage is completely confidential. Your employer receives only aggregate, anonymized utilization data — never individual names or reasons for contact. Rize OC additionally protects all client information under HIPAA and 42 CFR Part 2, which provides special federal protections for substance use disorder records.
Most EAPs cover a limited number of short-term counseling sessions (typically 3–8). For addiction treatment — which typically requires a longer clinical episode — the EAP will issue a referral to a treatment program like Rize OC, where your regular health insurance takes over. Our team verifies both your EAP and insurance benefits simultaneously.
Possibly, depending on your employer's EAP plan. Many EAPs can fund a short course of treatment directly, or connect you to community and state resources. Our admissions team can help navigate what's available regardless of your insurance situation.
In many cases, a supervisor or HR may suggest — but not require — that an employee seek treatment. In some safety-sensitive roles, a formal Substance Abuse Professional (SAP) evaluation may be required by federal regulation. Our admissions team is experienced in SAP-referred cases and can guide you through the process.
Employees who qualify under the Family and Medical Leave Act (FMLA) may be eligible for up to 12 weeks of job-protected unpaid leave for addiction treatment. Additionally, the Americans with Disabilities Act (ADA) may provide protections for employees in recovery. We recommend consulting with your HR department or an employment attorney for specifics.
Yes. With the employee's written consent, our clinical team can coordinate with EAP case managers and HR on return-to-work plans, fitness-for-duty assessments, and aftercare compliance monitoring. We are experienced in both voluntary and employer-referred treatment situations.
Uncompromising Clinical Standards
Joint Commission
Legitscript Certified
DHCS Licensed
ASAM CertifiedYour EAP Benefit Is Waiting
You May Already Have
Coverage You Don't Know About
Most employees never use their EAP benefit — often because they don't know it exists. One call to our team is all it takes to find out what you have.