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Employee Assistance Program Jobs in Washington (NOW HIRING)

DAIOHS U.S.A., INC.

Warehouse Employee

Sterling, VA · On-site

$17 - $20/hr

Employee Assistance Program * Flexible Spending Account * Life insurance * Paid vacation and sick time * 9 paid holidays Requirements: What you'll bring - The Person: * Valid Driver's License for at ...

Didlake

Program Services Assistant

Manassas, VA · On-site

$37K - $47K/yr

Employee Assistance Program (EAP) for work and personal support * 401(k) retirement plan with company match * Paid time off and sick leave that begins accruing upon hire * Employee Development ...

Didlake

Program Services Assistant

Manassas, VA · On-site

$37K - $47K/yr

Employee Assistance Program (EAP) for work and personal support * 401(k) retirement plan with company match * Paid time off and sick leave that begins accruing upon hire * Employee Development ...

Didlake

Program Service Assistant

Manassas, VA · On-site

$37K - $47K/yr

Employee Assistance Program (EAP) for work and personal support * 401(k) retirement plan with company match * Paid time off and sick leave that begins accruing upon hire * Employee Development ...

Didlake

Program Service Assistant

Manassas, VA · On-site

$37K - $47K/yr

Employee Assistance Program (EAP) for work and personal support * 401(k) retirement plan with company match * Paid time off and sick leave that begins accruing upon hire * Employee Development ...

Didlake

Program Service Assistant

Manassas Park, VA · On-site

$37K - $46K/yr

Employee Assistance Program (EAP) for work and personal support * 401(k) retirement plan with company match * Paid time off and sick leave that begins accruing upon hire * Employee Development ...

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Employee Assistance Program information

See Washington salary details

$24.4K

$51.8K

$71.4K

How much do employee assistance program jobs pay per year?

As of Aug 25, 2026, the average yearly pay for employee assistance program in Washington is $51,784.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,500.00 and $53,800.00 per year, depending on experience, location, and employer.

What is an Employee Assistance Program (EAP)?

An Employee Assistance Program (EAP) is a workplace benefit that provides confidential support and resources to employees facing personal or work-related challenges. EAPs typically offer counseling, mental health services, referrals, and assistance for issues like stress, substance abuse, family problems, and financial concerns. These programs are designed to improve employee well-being and productivity by helping individuals address problems before they impact work performance. Participation is usually voluntary and services are confidential, ensuring privacy for employees who seek help.

What are some common challenges faced by Employee Assistance Program (EAP) professionals, and how are they typically addressed?

EAP professionals often deal with sensitive and confidential issues, such as mental health concerns, substance abuse, or workplace conflicts. A common challenge is building trust with employees who may be hesitant to seek help due to stigma or privacy concerns. To address this, EAP staff maintain strict confidentiality and provide a supportive, non-judgmental environment. Additionally, they collaborate closely with HR, management, and external providers to ensure employees receive comprehensive support while maintaining clear boundaries between counseling and company oversight.

What are the key skills and qualifications needed to thrive as an Employee Assistance Program (EAP) counselor, and why are they important?

To thrive as an Employee Assistance Program (EAP) Counselor, you need a background in counseling, psychology, or social work, often supported by a relevant degree and professional licensure (e.g., LPC, LCSW). Familiarity with case management software, crisis intervention tools, and confidentiality protocols is typically required. Strong interpersonal skills, cultural sensitivity, and the ability to maintain confidentiality help counselors effectively support diverse employee populations. These competencies are critical to providing timely, effective assistance that promotes employee well-being and organizational productivity.

What is the difference between Employee Assistance Program vs Employee Wellness Coordinator?

AspectEmployee Assistance ProgramEmployee Wellness Coordinator
Primary FocusProviding confidential counseling and support services for employees facing personal or work-related issuesDeveloping and implementing wellness programs to promote healthy lifestyles among employees
Work EnvironmentOften part of HR or Employee Support teams, working within organizations or EAP providersTypically within HR or Health & Wellness departments, coordinating activities and initiatives
Required CredentialsBackground in counseling, social work, psychology, or related fields; certifications varyBackground in health promotion, HR, or related fields; certifications in wellness or health coaching beneficial

The Employee Assistance Program focuses on offering confidential support and counseling services to employees, addressing personal and work-related issues. In contrast, the Employee Wellness Coordinator develops programs to encourage healthy behaviors and improve overall employee well-being. While both roles aim to enhance employee health, EAPs provide immediate support, whereas Wellness Coordinators focus on proactive health promotion.

What are the most commonly searched types of Employee Assistance Program jobs in Washington?

The most popular types of Employee Assistance Program jobs in Washington are:

What are popular job titles related to Employee Assistance Program jobs in Washington?

For Employee Assistance Program jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Employee Assistance Program jobs in Washington look for?

The top searched job categories for Employee Assistance Program jobs in Washington are:

Employee Assistance Program jobs near you
Infographic showing various Employee Assistance Program job openings in Washington as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 15% Part Time, and 5% Contract. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $51,784 per year, or $24.9 per hour.

Employee Assistance Program (EAP) Counselor

Hyattsville, MD • On-site

Washington Metroplitan Area Transit Authority
See more jobs at Washington Metroplitan Area Transit Authorityexternal

Other

Posted 4 days ago

Job description

JOB DESCRIPTION
Marketing Statement
The Washington Metropolitan Area Transit Authority (WMATA) Occupational Health and Wellness (OHAW) department is seeking an experienced Employee Assistance Program Counselor who will be responsible for clinical services, including assessment for mental health & substance abuse, surveillance drug and alcohol testing, referrals, case management, and counseling to all Metro employees referred to the Employee Assistance Program (EAP). The incumbent is also responsible for developing and implementing treatment plans for clients, developing and facilitating outreach and educational content, maintaining confidentiality of all client-related documentation, conducting risk assessments, and performing crisis intervention when necessary. The ideal candidate will be proactive, flexible, have excellent interpersonal and communication skills, be a responsive team player, and exercise discretion in a complex occupational health setting. This role is critical to OHAW operations and requires a strategic thinker who is highly organized, empathetic, an adept problem-solver, and a skilled multitasker.
The Employee Assistance Counselor is responsible for providing clinical services including assessment for mental health & substance abuse, surveillance drug and alcohol testing, referrals, case management, and counseling to all Metro employees referred to the Employee Assistance Program (EAP). Other responsibilities include developing and implementing treatment plans for clients, handling complaints and conflicts, developing and presenting new in-service training events to the EAP staff, maintaining all client-related paperwork, assessing patients for suicidal risk, and performing crisis intervention when needed.
Principal Job Duties
  • Assesses patients for risk of suicide attempts.
  • Assists in the development and implementation of effective EAP training by developing training materials for all organizational levels.
  • Interacts significantly on a daily basis with management and medical personnel to recommend courses of action on referrals and case management.
  • Maintains confidentiality of records relating to clients' treatment
  • Performs crisis interventions with clients.
  • Prepares and maintains clinical EAP Records that accurately document intake interviews, assessments, referrals, case management interviews, treatment progress reports, drug/alcohol test results.
  • Provides EAP related consultation services to all WMATA management employees.
  • Counsels clients or patients, individually or in group sessions, to assist in overcoming dependencies, adjusting to life, or making changes.
  • Provides clinical services including assessment, referral, case management, short-term counseling, and EAP surveillance alcohol & drug testing, as indicated, for all WMATA employees referred to the EAP.
  • Refers for employees Independent Medical Evaluations when indicated
  • Consults with Supervisors when determining Fitness for Duty
  • Conducts Substance Abuse Professional (SAP) assessments in compliance with relevant US Department of Transportation (DOT) regulations and Metro policies.
  • Collects information about clients through interviews, observation, or tests.
  • Develops and implements treatment plans based on clinical experience and knowledge

Other Duties
  • Conducts comprehensive substance abuse education and training for employees that have violated Metro's policies pertaining to the use and abuse of prohibited substances.
  • Participates in Suicide Prevention Taskforce.
  • Presents EAP portion of New Hire Orientation.
  • Assists in development of a competent, reliable, and accessible network of treatment providers and community resources that are covered by Metro's various health insurers.
  • Contributes to the development and implementation of a comprehensive continuous improvement program evaluation procedure to ensure compliance with Metro policies and procedures.
  • Provides testimony in concert with Health & Wellness management, Labor & Employee Relations and Legal & Compliance in response to unemployment claims and arbitrations
  • Assists in preparation of Step 3 grievance responses for assigned cases.
  • Assists in the development and implementation of a comprehensive, effective and continuous EAP marketing program to improve utilization of services among employees.
  • Encourages clients to express their feelings and discusses what is happening in their lives, helping them to develop insight into themselves or their relationships.
  • Provides personal assistance and emotional support to Metro employees and dependents, as needed.
  • Guides clients in the development of skills or strategies for dealing with their problems.
  • Fills out and maintains client-related paperwork, including federal- and state-mandated forms, client diagnostic records, and progress notes.
  • Handles complaints, settles disputes, and conflicts, or otherwise negotiates with others.
  • Learns the various Metro Employee Benefits Programs, treatment provider network, and community resources.
  • Performs chain-of-custody urine collection for drug testing and breath alcohol tests on employees as assigned and enters negative alcohol tests from these tests into the tracking database.
  • Performs the duties of a certified Breath Alcohol Technician (BAT), where applicable.
  • Prepares and presents in-service training events to EAP staff on the latest developments in the employee assistance program field.
  • Determines if employee violates Drug and Alcohol mandates and if a referral to Joint Labor Management Committee (JLMC) is appropriate.
  • Prepares chronology of events as needed for the Joint Labor Management Committee for employees who request a review of their case before the committee. Informs employee of JLMC decision and next steps.
  • Works with the treatment provider, when indicated, in the development of a continuing recovery plan tailored to the effected employee's needs.
  • Maintains and manages surveillance drug and alcohol testing.
  • Receives and reviews drug tests results to assess for substance abuse.
  • Enrolls and manages employees in program for chronic medication management.
  • Consults directly with Medical Review Officer regarding verified drug results
  • Maintains and promotes awareness and accountability with safety policies and procedures while performing job functions. Promotes a positive safety culture and encourages reporting of safety concerns consistent with our Agency Safety Plan, other regulatory requirements within the Safety Management System and just culture principles.

The functions listed are not intended to limit specific duties and responsibilities of any particular position. Nor is it intended to limit in any way the right of managers and supervisors to assign, direct and control the work of employees under their supervision.
RESPONSIBILITIES
Knowledge
  • Knowledge of human resources policies, procedures, and regulations as stipulated by the Equal Employment Opportunity Commission, the Americans with Disabilities Act, and Affirmative Action guidelines
  • Knowledge of Psychology, human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders
  • Knowledge of Sociology and Anthropology, group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures and their history and origins
  • Knowledge of therapy and counseling, the principles, methods, and procedures for diagnosis, treatment, and rehabilitation of physical and mental dysfunctions, and for career counseling and guidance
  • Knowledge of clinical assessment, the theories, principles, practices, and techniques for clinical assessment of mental health and/or substance abuse issues and for providing short-term counseling to individuals
  • Knowledge of education and training, the: principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects
  • Knowledge of the principles and practices for Employee Assistance Programs
  • Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar
  • Knowledge of substance abuse, including alcohol, illicit drugs and prescription medications, and both social and workplace effects
  • Familiarity with DOT/Federal Transit Administration regulations governing safety sensitive duties

Skills
  • Skills in giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times
  • Skills in understanding written sentences and paragraphs in work related documents
  • Skills in establishing and maintaining effective and professional working relationships with peers, team members, clients and strategic partners
  • Skills in communicating effectively in writing as appropriate for the needs of the audience
  • Skills in assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action
  • Skills in communicating effectively at all levels of the organization, both orally and in writing
  • Skills in applying logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems
  • Skills in judgement and decision making, considering the relative costs and benefits of potential actions to choose the most appropriate one
  • Skills in monitoring and assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action
  • Skills in organizing, planning, and prioritizing work, developing specific goals and plans to prioritize, organize, and accomplish your work
  • Skills in problem solving, conceptualizing and developing imaginative, workable solutions organizational problems

Abilities
  • Ability to set high standards to do the best possible job
  • Ability to remain calm and levelheaded in difficult or stressful situations
  • Ability to communicate orally in a clear fashion that is understandable to a listener
  • Ability to hear and understand the speech of another person
  • Ability to read and understand information and ideas presented in writing
  • Ability to use words and sentences in writing so others will understand
  • Ability to apply general rules to specific problems to come up with logical answers
  • Ability to be reliable and responsible to others
  • Ability to come up with a number of ideas about a given topic
  • Ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events)
  • Ability to listen to and understand information and ideas presented through spoken words and sentences
  • Ability to use words and sentences in speaking so others will understand
  • Ability to present information in order to influence the opinions or actions of others
  • Ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem

Machine, Tools, Equipment, Software, Hardware Required
  • Telephones
  • E-mail software
  • Internet browser software
  • Microsoft Office suite software
  • Scanners

Supervisory Responsibility
Not responsible for supervising others.
QUALIFICATIONS
Minimum Education
  • Bachelor's Degree in Psychology, Counseling, Social Work, or related field required.

Minimum Experience
  • Three (3) years of experience in employee assistance, mental health counseling, drug or alcohol treatment programs

Minimum Certification/Licensure
  • DOT Substance Abuse Professional Certification eligible; must obtain DOT SAP certification within 90 days of hire
  • Must be licensed in the state of Maryland and possess one of the following:
  • LMSW-Licensed Masters Social Worker
  • LCSW-Licensed Certified Social Worker
  • LCSW-C-Licensed Certified Social Worker-Clinical
  • LGPC-Licensed Graduate Professional Counselor
  • LCPC-Licensed Clinical Professional Counselor

Preferred Qualifications
  • Master's Degree in Psychology, Counseling, Social Work, or related field preferred.
  • 5 years of experience in employee assistance, mental health counseling, or drug/alcohol treatment programs preferred.
  • Licensed in Maryland, the District of Columbia, and Virginia as a Social Worker or Counselor
  • Certified DOT Substance Abuse Professional
  • Certified Breath Alcohol Technician and Urine Drug Collector

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