Would it feel burdensome to introduce EAP to an employee returning from leave first?

I am in charge of reinstatement interviews in the HR team of an IT company. An employee is returning next week after a three-month leave of absence, and I plan to provide guidance on initial support during their return without asking for the detailed reasons for the leave.
The current meeting plan includes working hours, workload, and collaboration methods, along with EAP counseling channels. However, if I recommend EAP to an individual employee first, they might feel that the company views them as having psychological issues or worry that their usage will be revealed during their performance review. Therefore, I intend to convey only the details of the work adjustments to the team leader and not share information regarding counseling.
What wording and order would be best to naturally introduce the EAP to returning employees? I am also curious whether it is better to present the same set of options to all returning employees, and to what extent confidentiality and user autonomy should be explained. Please also let me know if there are any expressions to avoid or items to check when including the EAP in the reinstatement interview notice.