How are the roles of HR, healthcare, purchasing, and legal divided within the EAP Implementation Task Force?

In the EAP implementation task force
How do you divide the roles of HR, healthcare, purchasing, and legal?

The implementation of an EAP does not end with the purchasing task of selecting a counseling provider. Since the target users, service scope, confidentiality, crisis response, contract terms, and performance reporting standards must all be determined together, it is advisable to define the roles and approvers first.

in charge	Major responsibility	Final verification deliverables
HR	Overall management of implementation purpose, target audience, budget, user guide, and administrator communication	Operation Plan · Launch Schedule · Internal FAQ
Health manager	Linkage between health counseling and EAP, transfer of high-risk signals, review of workplace characteristics	Linkage Standards and Crisis Response Contact Network
purchase	Comparison of quotes under identical conditions, SLA, negotiation of settlement, renewal, and termination terms	RFP · Comparison Table · Contract Commercial Terms
Legal Affairs and Personal Information	Review of grounds for information processing, entrustment and provision relationships, exceptions to confidentiality, and scope of liability	Contract Special Clauses & Personal Information Notice
Executive Sponsor	Budget and priority approval, coordination of interdepartmental differences, support for organizational messaging	Final Approval and Performance Reporting Standards

As a general rule, information that can identify an individual, such as individual counseling details, counseling usage status, diagnosis, or health status, is not shared as general TF operational data. Since health information may be considered sensitive information under the Personal Information Protection Act, you must specifically verify the purpose of processing, legal basis or separate consent, access rights, and retention period.

☐ Purpose of EAP Implementation and Organizational Problems to be Solved
☐ Eligibility and whether family members are included
☐ Counseling channels and support sessions per person
☐ Scope of domestic and international business locations and multilingual support
☐ Transfer Criteria and Contact Order for High-Risk Situations
☐ Minimum aggregation unit of reports received by the company
☐ Subjects of Personal Information Processing and Standards for Storage and Destruction
☐ Proposal Evaluation Criteria and Scoring by Department
☐ Monthly SLA and Disruption/Complaint Response Standards
☐ Final approver and change management procedures

Q1. Which department would be best suited to lead the TF?

This role is often handled by HR, which is responsible for overseeing employee support and internal communication. However, workplaces with a strong focus on occupational health may establish a joint responsibility structure with the health manager.

Q2. Should the purchasing team select the lowest-priced vendor?

Price is just one factor. You must compare agent quality, booking accessibility, confidentiality, crisis response, report structure, and operational SLAs using the same criteria.

Q3. Is the legal team only required to participate during the contract review?

It is safer to participate from the very beginning when defining the initial data flow. A change management procedure is also required to review the matter if collection items or report scopes change after implementation.

NEXT STEP Consultation on Nudge EAP Implementation →

· National Law Information Center, Article 83 of the Framework Act on Labor Welfare
· National Law Information Center, Article 23 of the Personal Information Protection Act

Department names and approval structures may vary depending on the size of the organization. This content represents a general operational example, and specific judgments regarding personal information, contracts, and occupational health may require review by a responsible expert. As of September 1, 2026.