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Employee Assistance Program Jobs (NOW HIRING)

Jackson Lewis

Employee Benefits Attorney

New York, NY

$216K - $279K/yr

Employee assistance program and other firm benefits We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race ...

Jackson Lewis

Employee Benefits Attorney

Houston, TX

$216K - $279K/yr

Employee assistance program and other firm benefits We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race ...

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Employee Assistance Program information

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$21.5K

$45.7K

$63K

How much do employee assistance program jobs pay per year?

As of Jul 4, 2026, the average yearly pay for employee assistance program in the United States is $45,721.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,500.00 and $47,500.00 per year, depending on experience, location, and employer.

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 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 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 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.
More about Employee Assistance Program jobs
What cities are hiring for Employee Assistance Program jobs? Cities with the most Employee Assistance Program job openings:
What are the most commonly searched types of Employee Assistance Program jobs? The most popular types of Employee Assistance Program jobs are:
What states have the most Employee Assistance Program jobs? States with the most job openings for Employee Assistance Program jobs include:
What job categories do people searching Employee Assistance Program jobs look for? The top searched job categories for Employee Assistance Program jobs are:
Employee Assistance Program jobs near you
Infographic showing various Employee Assistance Program job openings in the United States as of June 2026, with employment types broken down into 70% Full Time, 26% Part Time, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $45,721 per year, or $22 per hour.

Employee Benefits Attorney

SHER Legal Solutions

Hartford, CT

$180K - $280K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Job description

About the Opportunity

We are representing a premier, growing law firm offering a career-defining succession opportunity within their Employee Benefits & Executive Compensation department. This is a full-time and direct-hire replacement opening for an attorney to take over a retiring Partner’s established book of business within 1–2 years. This role offers a clear, direct track to Partnership while maintaining a manageable 1,650-hour billable requirement.

Duties

  • Advise employers on the design and administration of executive compensation and single-employer benefit plans (401k, 403b, 409a).
  • Counsel clients on compliance with ERISA, the Internal Revenue Code, HIPAA, COBRA, and the ACA.
  • Draft and amend complex plan documents, summary plan descriptions, and equity compensation arrangements.
  • Provide guidance on benefits structures during mergers, acquisitions, and corporate transactions.
  • Mentor and manage a junior associate upon transitioning into the Partner role.

Requirements

  • Experience: 5–7+ years of expertise in ERISA, executive compensation, and employee benefit plans.
  • Education/Bar: JD from an accredited law school and active license in any US jurisdiction (CT bar preferred or eligibility to waive in).
  • Skills: Strong technical knowledge of IRS code provisions, DOL regulations, and cafeteria plan compliance.
  • Commitment: Seeking a professional with a stable career history ready for a long-term succession path.

Benefits

  • Medical, Dental, Vision insurance
  • PTO
  • Employee Assistance Program
  • Health Saving Account
  • Life and AD&D Insurance
  • Voluntary life Insurance
  • LTD Insurance
  • Short Term Disability
  • 401k w/ Employer Contributions
  • Dependent Care

Why Apply?
This role offers the rare combination of complex executive compensation work with a culture that truly believes in work-life balance, valuing efficiency over excessive hours. If you are a detail-oriented attorney who wants to work for a firm that supports your personal time while providing a direct path to Partnership in a thriving environment, we want to hear from you.