Unknown User2
심리상담·조직문화·인사
Is it okay to receive EAP counseling during business hours?
Unknown User
2026.11.05 12:58
https://nudgeeap.com/en-US/community/inquiry/137820177
I am in charge of HR planning at a mid-sized company. We are planning to introduce an EAP next year, but opinions are divided on whether counseling sessions received by employees during working hours should be recognized as work time.
If we are only allowed to use it during lunchtime or after work, I think usage will drop significantly, and if we are required to do so during work hours, I think the team leaders will feel uncomfortable.
I am curious how you decided on the other company.
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- 01CommentsWouldn't it be easier to coordinate if we accepted the time slots that are difficult for each team to miss first, and then held it in multiple sessions?52226.11.05
- 02CommentsI think it would be good to establish an application procedure so that schedules can be adjusted without having to explain the reason for the consultation request in detail to the team leader.41126.11.05
- 03coach AnswerHello, this is Nudge EAP ☺️ I imagine you must have been quite worried about preparing training materials in advance before the influx of new personnel increases. Instead of creating all the videos yourself from scratch, try starting by selecting content relevant to the job from the Korea Occupational Safety and Health Agency (KOSHA) materials and adding photos and explanations of your actual site. It is helpful to provide separate guidance on site-specific details, such as hazardous areas, evacuation routes, and the use of protective equipment. Including a site tour or Q&A session after the video can help new employees understand the actual precautions they need to take. If there are foreign workers, please ensure that subtitles are available in a language they can understand. Please separate the tasks of video preparation from verifying completion of statutory training. It is helpful to check the types and times of training appropriate for the employment type and job, and to keep records of actual training content and attendance. If you have any questions while preparing, please feel free to leave a comment anytime 😊132226.11.04
- 01coach AnswerHello, this is Nudge EAP ☺️ I imagine you must have had a hard time organizing this year's remaining tasks and next year's budget at the end of the year. Organizing remaining tasks becomes much easier if you divide them into three categories: 'Tasks to finish this year / Tasks carrying over to next year / New tasks for next year.' This also helps reduce instances where the same costs are incurred twice or omitted. For training, it is better to rely on the list of actual completions rather than the list of applicants. Separating those who will receive supplementary training this year from those targeted for next year's training will keep your reporting neat and tidy. For improvement items awaiting a quote, first check if they can be executed within the year. If the amount has not yet been determined, you can write 'Quote under review' instead of 0 won. Please prioritize safety measures needed immediately on-site, separate from the budget. In the report form, try listing the category, amount (or status), supporting documents, person in charge, and scheduled date for each item on a single line. For EAP performance data, separate the number of users and counseling sessions, and it is best to omit any information that could identify individuals. **Nudge EAP Performance** There is also a table in the post below that you can use when organizing, so please refer to it as well. https://nudgeeap.com/community/mandatory-training/137579262 https://nudgeeap.com/community/eap/137579952 If you have any questions while preparing, please feel free to leave a comment anytime 😊202226.11.02
- 02coach AnswerHello, this is Nudge EAP ☺️ I imagine you must have been quite worried about preparing training materials in advance before the influx of new personnel increases. Instead of creating all the videos yourself from scratch, try starting by selecting content relevant to the job from the Korea Occupational Safety and Health Agency (KOSHA) materials and adding photos and explanations of your actual site. It is helpful to provide separate guidance on site-specific details, such as hazardous areas, evacuation routes, and the use of protective equipment. Including a site tour or Q&A session after the video can help new employees understand the actual precautions they need to take. If there are foreign workers, please ensure that subtitles are available in a language they can understand. Please separate the tasks of video preparation from verifying completion of statutory training. It is helpful to check the types and times of training appropriate for the employment type and job, and to keep records of actual training content and attendance. If you have any questions while preparing, please feel free to leave a comment anytime 😊132226.11.04
- 03coach AnswerHello, this is Nudge EAP ☺️ Rather than excluding all dispatched workers from vaccination support simply because they are dispatched employees, it is better to first check the criteria used to provide support to employees performing similar tasks at the same site. Article 21 of the Dispatched Workers Act prohibits discrimination against dispatched workers compared to employees performing the same or similar duties at the user employer, and discriminatory treatment includes matters regarding welfare benefits (Article 2, Clause 7 of the Dispatched Workers Act; Article 2, Clause 3 of the Fixed-Term Employment Act). However, this does not apply if the user employer employs four or fewer workers on a regular basis, and since judgments may vary depending on the employees being compared and the support conditions, it is difficult to conclude that "the same support must be provided to all dispatched workers unconditionally." - Eligibility: Please first organize the eligibility criteria and reasons for exclusion so that the user employer and the dispatching company can provide guidance based on the same standards. You should review company-mandated welfare support and statutory health checkups separately. - Costs: We were unable to find any criteria regarding the sharing of vaccination costs—such as which company must bear the full cost or split the ratio—within the scope of this review. After verifying the dispatch contract and welfare standards, ensure that both companies agree on the party responsible for the costs, the settlement method, and the application deadline before vaccination. - Lists and Consent Forms: It is advisable for the company to verify only the minimum information necessary for application and cost settlement, and to negotiate with the vaccination hospital to have them directly collect pre-examination forms, chronic illnesses, and medications. Since health information is sensitive data under Article 23 of the Personal Information Protection Act, requiring separate consent or a legal basis, do not hand over original vaccination-related documents to the dispatch agency. - Post-Vaccination Inquiries: Provide the contact information for the vaccination hospital and medical staff in advance, and designate a joint contact person for both the company and the dispatch agency. It is difficult to prematurely assume that one company bears full responsibility simply because an adverse reaction occurred, and in emergency situations, emergency response services such as 119 take priority. In practice, confusion is reduced if both companies and the hospital first agree on four points—eligibility, costs, where information is received, and post-vaccination contact information—and then provide the same notice to the employees. Reference: https://www.law.go.kr/법령/파견공로자보등에관한법률/제21조182226.10.29
- 01coach AnswerHello, this is Nudge EAP ☺️ Yes, the available time slots for evening and weekend appointments, as well as the time it takes from application to the first consultation, are materials you may request during the proposal stage. If your workplace has nearly half of its employees working shifts, I highly recommend obtaining this information. However, it is better to look at the number of counselors and centers together rather than excluding them. For evening and weekend appointments to open, there must be a sufficient number of counselors available during those times, and employees' ability to choose a counselor or a nearby center ultimately stems from the scale of the counselors and centers. Instead of just receiving the numbers, if you change your approach to asking "how that scale connects to the time, location, and method our employees prefer," comparisons will become much easier. - Time Slot: Number of counselors available during weekday evenings (e.g., after 6 PM) and weekends, operating days and hours - Region/Method: Centers near the logistics center where in-person consultations are available, and whether employees can choose between phone and video consultations - Waiting Period: Time taken from application to the first consultation (including the average and whether most were assigned within a few days), and the percentage of appointments made for the desired time slot - Options: Procedure for requesting a counselor change, and whether employees can select the counselor's gender or area of expertise Since these items can be aggregated if there are records of consultation applications and assignments, it is perfectly fine to request them. It is best to receive data based on operating performance over the past 6 months to 1 year, as this minimizes seasonal variations, making comparisons easier. Since aggregation standards may vary by company, please request the data in a consistent format and verify whether the data is based on all client companies or those of similar size and industry. I recommend requesting that waiting periods and usage status by time slot be included as the same item in the quarterly reports so that they can be checked even after the contract is signed. You should receive the data in an aggregate format that does not allow for individual identification. Please also refer to the previous inquiry post covering counselor assignment criteria, and the post summarizing the deliverables you should receive when outsourcing EAP. https://nudgeeap.com/community/inquiry/135899627 https://nudgeeap.com/community/eap/137430505294526.10.26
- 02coach AnswerHello, this is Nudge EAP ☺️ Yes, the correct approach is to group reports by management type rather than by disease name. Health information is considered sensitive information under Article 23 of the Personal Information Protection Act, and Article 3 of the same Act stipulates that information should be processed anonymously if the purpose can be achieved even without anonymity. Article 132, Paragraph 3 of the Occupational Safety and Health Act also prohibits the use of health examination results for purposes other than the protection and maintenance of workers' health. If "1 person with hypertension" appears in a team of three, the individual can be identified even without a name, which effectively amounts to reporting personal health information. - Monthly Report: It is sufficient to include the number of personnel, consultations, and referrals by management type, such as continuous management, follow-up observation, or referral to external medical institutions. The Ministry of Employment and Labor's "Workplace Health Management Manual" also provides an example of aggregating records from the health management office by reason for visit. - Department Classification: There is no need to eliminate it entirely; you can simply group departments with fewer personnel into larger units like "Factory" or "Headquarters" to display them. There is no legal standard regarding the number of people below which records must be combined, so the company is free to determine this. However, I recommend documenting these standards, such as "combining departments with fewer than 10 people" and marking columns with fewer than 3 cases as '<3'." Since covering just one column allows one to subtract it from the total to determine the number, please cover those columns as well. - Numbers by Disease: If the goal is next year's health promotion plan, a company-wide annual tally is more appropriate than monthly figures by department. Group only items with sufficient case counts into disease groups and provide them separately as data for planning purposes. If you record only the management type in the monthly report, the standards will remain consistent even if the same requests are repeated. - Original Consultation Logs: It is appropriate to keep the original documents containing disease names and blood pressure readings separately from the reports so that only the health office can view them. Since there is no statutory retention period for consultation records themselves, you must establish internal standards. However, health examination results are retained for 5 years (Article 241 of the Enforcement Rules of the Occupational Safety and Health Act), so keeping the two records in different folders will prevent confusion. I have summarized the methods for sharing consultation logs, department head opinions, and management reports, as well as a monthly report Excel file where small cells are automatically hidden when a management type is entered, in the post below. https://nudgeeap.com/community/privacy-pension/137475052 https://nudgeeap.com/community/privacy-pension/137475098233326.10.27
- 03coach AnswerHello, this is Nudge EAP ☺️ I imagine you must have had a hard time organizing this year's remaining tasks and next year's budget at the end of the year. Organizing remaining tasks becomes much easier if you divide them into three categories: 'Tasks to finish this year / Tasks carrying over to next year / New tasks for next year.' This also helps reduce instances where the same costs are incurred twice or omitted. For training, it is better to rely on the list of actual completions rather than the list of applicants. Separating those who will receive supplementary training this year from those targeted for next year's training will keep your reporting neat and tidy. For improvement items awaiting a quote, first check if they can be executed within the year. If the amount has not yet been determined, you can write 'Quote under review' instead of 0 won. Please prioritize safety measures needed immediately on-site, separate from the budget. In the report form, try listing the category, amount (or status), supporting documents, person in charge, and scheduled date for each item on a single line. For EAP performance data, separate the number of users and counseling sessions, and it is best to omit any information that could identify individuals. **Nudge EAP Performance** There is also a table in the post below that you can use when organizing, so please refer to it as well. https://nudgeeap.com/community/mandatory-training/137579262 https://nudgeeap.com/community/eap/137579952 If you have any questions while preparing, please feel free to leave a comment anytime 😊202226.11.02
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What do you all use for new employee safety training videos?[5]
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