Abstract
Reviews the differences between employee assistance programmes (EAPs) in the USA and the UK, but also identifies convergent trends in the employment environment in both countries. Discusses recent developments for professional EAPs in the USA to be driven by occupational social work models, and for the interests of the employer to be taken more fully into account. Evaluates the extent to which these models represent a source of complexity and friction with the personnel management and trade union interests: in this respect, considers especially issues of confidentiality in the counselling relationship and potential conflict with the management advisory and consultancy role being advocated for EAPs. Concludes by suggesting that EAPs in the UK should reaffirm their basic values of individual confidential counselling, even if this stance does not always assure for them a high status or harmonious role.
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