A lot of contract staff believe that because they are not permanent employees, they are not eligible for support services like Employee Assistance Programs. This belief is incorrect.

If you’re on a short-term assignment, you may have access to valuable resources designed to help you manage work-life balance and personal crises—and more. It all comes down to proactive inquiry.

Check through the paperwork you received when you were hired. Your placement agency offers an EAP as part of their benefits package. Check for materials titled benefits guide, employee handbook, or worker support services. If the files are unavailable, contact your account manager. They are your primary point of contact and should be able to confirm whether an EAP is available to you.

If your temp employer provides access, they will typically offer a 7 support line, secure web platform, or dedicated app. All features are complimentary and round-the-clock. Get help with counseling, family law, 派遣 軽作業 childcare options, or money management—discreetly, and confidentially. Your confidentiality is guaranteed under federal and state rules.

Even if your agency does not offer an EAP, continue advocating for yourself. The host organization may run internal support services and may extend them to temporary staff. Speak to your manager or the HR department. Inquire if temp staff are included in wellness initiatives. More companies are recognizing the importance of inclusivity because they recognize the value of supporting every person on their team.

If both your staffing firm and host employer deny access, look into external programs. temples, and state-run programs often offer sliding-scale mental health care and family assistance. Visit the community bulletin board for updated referrals.

Maintain detailed notes of any conversations or documents related to benefits. If you’re told no but feel this is unjust, request a written explanation and, should the issue remain unresolved, reach out to your state’s workforce commission.

Temporary status does not erase your right to wellness support. Never assume you’re ineligible because you’re not permanent. Reach out, ask questions, and take advantage of the resources that are there for you. Your mental health is important, regardless of tenure.