Employee Assistance Program

Eligibility and Plan Participation 

Coverage under the Employee Assistance Program is available to you and your eligible dependents. This coverage is provided through HealthAdvocate. 

The Company pays the full cost of your HealthAdvocate EAP benefits. 

All Tufts Health Plan employees are eligible to use the HealthAdvocate Employee Assistance Program. 

The eligible dependents of Tufts Health Plan employees are also eligible to use the HealthAdvocate EAP. For plan purposes, your "eligible dependents" include your spouse/domestic partner, your children, parents, parents-in-law and permanent household members.


HealthAdvocate EAP coverage for you and your eligible dependents begins on your first day of work as a Tufts Health Plan employee. 

Actively at Work
You must be actively at work on the date your HealthAdvocate EAP coverage begins. You are considered to be “actively at work” if you are performing the duties of your job at the Company’s place of business, or at any other place that the Company’s business requires you to go. If you are not actively at work on the date that your participation would otherwise begin, your participation will be postponed until you are actively at work. 

Your HealthAdvocate EAP coverage will continue for a thirty-day period after you are temporarily laid off unless you have an active case in process with the HealthAdvocate EAP. Your HealthAdvocate EAP coverage will also continue if you are on an authorized leave of absence for non-FMLA* reasons. 

*Family and Medical Leave Act 

Family and Medical (FMLA) Leave: Your HealthAdvocate EAP coverage will continue during an authorized Family and Medical (FMLA) leave of absence. 

You should contact Human Resources for more information concerning the continuation of your benefit coverage during an authorized FMLA leave. 

Military Leave: Reservists who are called to active duty with the Armed Forces of the United States have special benefit continuation and reemployment rights under the law (see Administrative Information). In addition, the federal Family and Medical Leave Act (FMLA) was amended to add two new leave rights related to military service, effective January 16, 2009: 

  • Active Duty Leave: Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” due to the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation.
  • Injured Service Member Leave: An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member. The employee is entitled to a combined total of 26 weeks for all types of FMLA leave in the single 12-month period.