Employee Assistance Programs (EAPs) are employer-sponsored support services that help employees manage personal challenges, like substance use, that may affect their job performance and well-being. EAPs provide free and confidential assessments, short-term counseling, referrals, and follow-up services.
Major insurers like Cigna and Aetna often work closely with EAPs to help support employees who may need drug rehab services. EAPs offer initial support while health insurance plans cover addiction treatment more broadly, including services like inpatient and outpatient treatment, detox, and aftercare.
This article is your ultimate guide to understanding what EAPs offer, how to access them, and how they work with insurance benefits. If you’re considering support for addiction treatment, please get in touch with our team at Nirvana Recovery. We’re experts in navigating EAP and insurance-based rehab funding.
Understanding Employee Assistance Programs (EAPs)
What is an EAP?
An EAP is a work-based support service offered by employers. It’s confidential and free, and it provides employees with the following:
Short-term counseling
Assessments
Referrals to specialized services
Follow-up support
The support offered by EAPs can be for issues like stress, mental health concerns, or substance use, among others.
Most EAPs are fully funded by employers and provided at no cost to employees. Employers may see it as a cost-effective investment due to reduced absenteeism and improved productivity.
Common Services Offered Through EAPs
The following are common services offered through employee assistance programs:
Short-Term Confidential Counseling: Includes individual, family, and group counseling
Crisis Intervention: Immediate emotional support after traumatic events
Mental Health Support: Includes support for conditions like anxiety and depression
Employee assistance programs conduct substance use disorder (SUD) assessments as part of their evaluation process. These are clinical evaluations that determine the nature and severity of substance-related issues and guide treatment recommendations.
EAPs also provide three to eight free short-term counseling sessions at no cost for initial crisis intervention and stabilization.
Confidentiality and Job Protection
An EAP must comply with the Health Insurance Portability and Accountability Act (HIPAA) if it’s treated as a group health plan. This requires safeguards around the use and disclosure of protected health information (PHI). The 42 CFR Part 2 is a federal regulation that prohibits the disclosure of substance use disorder records without written consent.
Participation in employee assistance programs won’t harm your employment status. Federal law mandates confidentiality around EAP records and prohibits employers from using that data improperly. The Americans with Disabilities Act (ADA) also protects employees with mental health or substance use conditions from adverse employment actions like termination.
How EAPs Work with Major Insurers Like Cigna and Aetna
Cigna EAP Features
Cigna’s employee assistance program provides employees with the following:
Short-Term, Free Counseling: You get 3 to 12 sessions, accessible face-to-face or virtually.
Assessments: They help understand employee needs. EAP professionals conduct thorough evaluations, diagnose the presenting issues, and determine whether ongoing care is needed.
Referrals: Includes referrals to in-network rehab or behavioral health programs. Your health insurance plan covers the level of care used.
Cigna offers the following EAP delivery models that determine the coordination between EAP and behavioral health benefits:
Standalone EAP: Services are independent and used only for short-term support. If more extensive care is needed, referrals are made out of your behavioral health benefit.
Integrated EAP: Cigna manages both EAP and behavioral health benefits, making transitions smoother.
Aetna EAP Features
Both Aetna and Cigna’s EAP models are voluntary, confidential programs provided at no cost to employees, separate from standard health plan benefits. They both also offer face-to-face or virtual counseling sessions with session caps.
While Cigna has 24/7 care coordination, Aetna relies on a referral system. Cigna offers an integration between EAP and behavioral health, while Aetna’s program is standalone; post-EAP care transitions depend on broader health plan benefits.
When you connect with an EAP counselor through Aetna Resources for Living, they conduct an assessment. They may offer you short-term, solution-focused counseling. These counselors serve as case managers, helping identify further resources and facilitating referrals to more specialized services.
If you’re referred to a provider beyond the EAP scope, that provider must receive EAP authorization before proceeding.
Other Insurer EAP Options
UnitedHealthcare (UHC)
UHC has a 24/7 employee assistance program for confidential assessments and referrals to licensed professionals. Their services cover personal challenges, mental health, and substance use issues. Eligible employees get three free sessions with a behavioral health provider.
UHC also supports virtual behavioral coaching. Employees can get on-demand care even before scheduling therapy.
Blue Cross Blue Shield (BCBS)
BCBS has a 24/7 EAP that offers in-person and virtual therapy, emotional support, behavioral coaching, and self-care tools. These services are free to employees and their dependents, regardless of their insurance coverage. The same providers serve both EAP and broader behavioral health needs, ensuring a smooth transition when employees need longer-term care.
The BCBS employee assistance program also includes legal and financial consultations and work/life services.
Transition From EAP to Insurance Coverage
Employee assistance programs are designed to be accessible, confidential, and stigma-free for employees who need help with personal or work-related issues, including substance use. These programs serve as a vital early intervention point.
After the initial evaluation, counselors guide you toward the right level of care. It may be continued short-term support or escalation to more intensive treatment.
Once the EAP assessment determines that more intensive care is needed, you’ll be referred to appropriate providers. Employee assistance programs don’t fund rehabs themselves. Instead, they direct you to insurance-covered treatment services. From there, costs are managed under your health insurance plan.
Types of Drug Rehab Services Accessible Through EAPs
Assessment and Referral Services
Many employee assistance programs use the screening, brief intervention, and referral to treatment (SBIRT) approach. It uses validated tools to identify at-risk substance use, conduct brief motivational interventions, and refer individuals to specialized treatment when needed.
EAPs also conduct biopsychosocial assessments. These assessments factor in personal, social, biological, and environmental influences on substance use and help recommend next steps.
Here’s why these evaluations matter:
EAP-based screenings offer quick, confidential access to SUD assessments, without stigma or cost barriers
Identifying substance use issues early, especially through approaches like SBIRT, boosts chances for effective, timely treatment
Short-Term Counseling
Most employee assistance programs provide three to eight sessions per issue. These limits apply individually to each issue, not each year. Once one concern is resolved, you can access a new set of sessions for another unrelated issue.
Some EAPs are flexible. They don’t have strict annual caps. Instead, they focus on clinical judgment for the number of sessions needed.
EAP counselors use short-term therapy approaches that are effective within limited sessions. They include the following:
Cognitive Behavioral Therapy (CBT) and Solution-Focused Brief Therapy (SFBT): They are targeted and effective for specific problems
Supportive Therapy: It offers emotional support, strategy guidance, and skill-building without deep exploration
Inpatient and Outpatient Referrals
Employee assistance program counselors start with confidential assessments to determine the severity of your substance use. If the issue is beyond what short-term counseling can resolve, they recommend escalation to more intensive care. Based on need, EAPs may connect you to the following:
Employee assistance programs have low barriers to access. You can self-initiate, with no stigma or cost, and you’re guided through the next steps of clinical care. EAPs also coordinate care confidentially. They preserve privacy. However, EAPs don’t provide long-term treatment; they act as guides to care. Success also depends heavily on the strength of the EAP’s referral network.
Crisis Intervention and Relapse Support
Many employee assistance programs offer a 24/7 toll-free hotline, connecting you to counselors for immediate support. Trained EAP professionals also conduct group or individual debriefs, teach coping skills, and make referrals for further care when needed. This early intervention supports emotional recovery and functional return to work.
EAPs are in a unique position to offer relapse prevention services because they serve employees within the workplace. This makes follow-up easier and more accessible than community-based programs.
Some employee assistance programs perform post-treatment check-ins to monitor stability, troubleshoot challenges, and encourage adherence to the aftercare plan. Clinicians also work with you to identify triggers, early warning signs, and coping strategies.
How to Access and Use Your EAP Benefits for Drug Rehab
Step 1 - Check Your Employer’s EAP Availability
Look for employee assistance program information in the following places:
Benefits Packet/Summary of Benefits and Coverage: The guide you got when you were hired or after enrollment
Employee Handbook/HR Policies: Look for a section on wellness or mental health benefits
Benefits Portal: For example, myCigna or Aetna member portal; check sections labeled “Wellness,” “Behavioral Health,” or “Employee Assistance”
Insurance Card or Insurer Portal: Some insurers list EAP access or provide a separate EAP phone number
If you can’t find any EAP information, here’s what you can do:
Email HR. Ask for your EAP vendor, access steps, and crisis phone number.
Call the number on your insurance card. Ask whether an employee assistance program is included and how to access it.
Step 2 - Contact the EAP Confidentially
When you reach out, you will be connected with a counselor or EAP consultant. They’re there to listen and guide you, not to report to your employer. During this initial contact, they’ll collect the following information that will help them understand how to best support you:
Basic demographic information (e.g., age, location, etc.)
What prompted you to reach out
Whether the situation is urgent or requires immediate attention
The counselor or consultant will then offer you a counseling session. They may schedule it within three to five business days or within 24-48 hours if it’s urgent.
Your employer won’t know you contacted the employee assistance program unless you explicitly give consent.
Step 3 - Get an Assessment and Referral
An assessment is the employee assistance program’s clinical evaluation to understand your needs. It determines whether short-term counseling is enough or if a higher level of care is necessary.
The assessment begins when you speak with a qualified counselor who uses evidence-based tools to gauge your distress, identify symptoms, and assess the severity of your condition. They consider your location, provider preferences, and insurance benefits. The whole process is confidential.
Referrals are based on assessments. The EAP counselor refers you to the most appropriate level of care, which could be:
Extended outpatient counseling
Medical detox
Inpatient treatment
The counselor ensures medically necessary services are directed to in-network providers covered under your health plan.
Step 4 - Coordinate with Your Health Insurance
Your Cigna or Aetna health plan covers substance use disorder treatments. This may include the following services:
Coverage varies by plan. Some services, like inpatient/residential treatment, require pre-authorization. Confirm what your plan supports and if referral documentation is needed.
If your employee assistance program is integrated, the transition into your health plan’s behavioral network will be smooth. Clinicians within the EAP often coordinate directly with behavioral health providers. If the employee assistance program is independent, you’ll receive a referral and must follow through with your insurer.
Benefits and Limitations of Using EAPs for Rehab
Key Benefits
The benefits of using employee assistance programs include the following:
No-Cost Initial Services: You get free access from the start. EAPs are employer-funded. The initial sessions, assessments, and counseling come at no cost to you. You should expect no copays or deductibles.
Privacy Protection: EAP services are meant to be completely confidential. Your employer cannot access personal details about who is using the program or why.
Fast Access to Help: They provide rapid access to care. Employee assistance programs have 24/7 hotlines and offer the same or next-day scheduling and quick referrals. They ensure help is available when you need it.
Common Limitations
The following are common limitations of employee assistance programs:
Session caps: You get a limited number of visits per issue. EAPs usually offer three to eight sessions per issue. Once they’re used up, you’ll need to transition to traditional therapy. You’ll face new provider relationships and costs.
Short-Term Scope: They’re not designed for long-term or complex care. EAPs are meant for immediate, short-term solutions, not prolonged therapeutic processes.
Need for Follow-Up with Insurance: You may face continuity of care challenges. Once EAP’s free sessions are exhausted, you must use your insurance or self-pay options. Transitioning to long-term care may introduce challenges.
When EAP Alone May Not Be Enough
EAP alone may not be enough for the following reasons:
Employee assistance programs’ free sessions may be insufficient for the depth and continuity needed for effective recovery. After EAP sessions end, you’ll need to seek therapy through your insurance or pay out-of-pocket.
EAP services provide initial care, but do not serve as a complete treatment plan, especially for complex or severe conditions like SUD. These programs can stabilize or assess, but the next steps, like detox or rehab, fall outside their coverage.
Employee assistance programs lack follow-up, which is vital in preventing relapse. EAPs stop after brief interventions. Without integrated follow-up structures, you may lose momentum in your recovery.
Myths About EAP and Drug Rehab Coverage
“EAPs Pay for All of Rehab”
Employee assistance programs provide only short-term help at no cost. You get brief counseling sessions, crisis support, and clinical assessments or referrals to higher levels of care.
EAPs do not fund rehab services like detox, inpatient treatment, or extended outpatient programs. These services are paid through your health insurance and employee benefits, or you pay for them out of pocket.
“Using EAP Alerts My Employer”
Employee assistance programs are confidential. Your employer does not learn who used the service or why. Many EAPs are run by external vendors and operate under professional ethics rules that protect client privacy.
The HIPAA and 42 CFR Part 2 for SUD records provide legal protection for your health information. Vendor contracts also limit disclosures. Furthermore, counselors must obtain your written consent before sharing identifiable information.
“EAPs Only Help with Work Stress”
Employee assistance programs address alcohol and substance use problems, as well as work stress. These programs provide confidential SUD assessment to determine the level of care (e.g., outpatient, inpatient, IOP, or PHP). This assessment is the first step toward treatment.
EAPs also use short-term evidence-based therapy to stabilize people struggling with SUD and develop a plan.
Start Your Recovery Journey With Nirvana
Help is available for substance use through EAPs. You do not risk job security or financial overwhelm. Your employer will not find out that you’re using an employee assistance program for help with SUD. These programs are free, so you’ll not face any out-of-pocket costs.
At Nirvana Recovery, we have experience working with EAPs and insurance providers like Cigna and Aetna. We understand what EAPs mean for your challenges with substance use and how they can help. We also know that insurance providers like Cigna and Aetna make care accessible and relieve you of the financial strain from treatment costs.
Reach out to our team at Nirvana Recovery today for confidential benefit verification and rehab guidance.
Frequently Asked Questions (FAQs)
Can EAP Cover Inpatient Drug Rehab?
No, it can’t. It provides free, confidential intake, brief counseling, clinical assessments, crisis support, and referrals. Assessments help employee assistance program counselors determine the level of care for your challenges. After an evaluation, EAP counselors help you move into insurance-covered or privately paid inpatient or outpatient care when medically necessary.
Can I Use EAP and Health Insurance at the Same Time?
Yes, you can. While EAPs and health insurance serve different purposes, they can work together. The EAP gives you quick, confidential, short-term help. When more care is needed, it helps you transition into treatment covered by health insurance. Furthermore, you can have active insurance coverage while using employee assistance program services.
What Services Does the EAP Offer Employees Who Test Positive for Drugs?
An employee assistance program will provide an immediate, confidential assessment after a positive drug test. You may also receive short-term counseling and risk/safety planning (to prevent overdose). A counselor will then coordinate your referral to appropriate treatment. This may include inpatient rehab or more extensive outpatient care.
EAPs for Drug Rehab Coverage – A Complete Guide
Published On October 12, 2025
Table of Contents
Employee Assistance Programs (EAPs) are employer-sponsored support services that help employees manage personal challenges, like substance use, that may affect their job performance and well-being. EAPs provide free and confidential assessments, short-term counseling, referrals, and follow-up services.
Major insurers like Cigna and Aetna often work closely with EAPs to help support employees who may need drug rehab services. EAPs offer initial support while health insurance plans cover addiction treatment more broadly, including services like inpatient and outpatient treatment, detox, and aftercare.
This article is your ultimate guide to understanding what EAPs offer, how to access them, and how they work with insurance benefits. If you’re considering support for addiction treatment, please get in touch with our team at Nirvana Recovery. We’re experts in navigating EAP and insurance-based rehab funding.
Understanding Employee Assistance Programs (EAPs)
What is an EAP?
An EAP is a work-based support service offered by employers. It’s confidential and free, and it provides employees with the following:
The support offered by EAPs can be for issues like stress, mental health concerns, or substance use, among others.
Most EAPs are fully funded by employers and provided at no cost to employees. Employers may see it as a cost-effective investment due to reduced absenteeism and improved productivity.
Common Services Offered Through EAPs
The following are common services offered through employee assistance programs:
Employee assistance programs conduct substance use disorder (SUD) assessments as part of their evaluation process. These are clinical evaluations that determine the nature and severity of substance-related issues and guide treatment recommendations.
EAPs also provide three to eight free short-term counseling sessions at no cost for initial crisis intervention and stabilization.
Confidentiality and Job Protection
An EAP must comply with the Health Insurance Portability and Accountability Act (HIPAA) if it’s treated as a group health plan. This requires safeguards around the use and disclosure of protected health information (PHI). The 42 CFR Part 2 is a federal regulation that prohibits the disclosure of substance use disorder records without written consent.
Participation in employee assistance programs won’t harm your employment status. Federal law mandates confidentiality around EAP records and prohibits employers from using that data improperly. The Americans with Disabilities Act (ADA) also protects employees with mental health or substance use conditions from adverse employment actions like termination.
How EAPs Work with Major Insurers Like Cigna and Aetna
Cigna EAP Features
Cigna’s employee assistance program provides employees with the following:
Cigna offers the following EAP delivery models that determine the coordination between EAP and behavioral health benefits:
Aetna EAP Features
Both Aetna and Cigna’s EAP models are voluntary, confidential programs provided at no cost to employees, separate from standard health plan benefits. They both also offer face-to-face or virtual counseling sessions with session caps.
While Cigna has 24/7 care coordination, Aetna relies on a referral system. Cigna offers an integration between EAP and behavioral health, while Aetna’s program is standalone; post-EAP care transitions depend on broader health plan benefits.
When you connect with an EAP counselor through Aetna Resources for Living, they conduct an assessment. They may offer you short-term, solution-focused counseling. These counselors serve as case managers, helping identify further resources and facilitating referrals to more specialized services.
If you’re referred to a provider beyond the EAP scope, that provider must receive EAP authorization before proceeding.
Other Insurer EAP Options
UnitedHealthcare (UHC)
UHC has a 24/7 employee assistance program for confidential assessments and referrals to licensed professionals. Their services cover personal challenges, mental health, and substance use issues. Eligible employees get three free sessions with a behavioral health provider.
UHC also supports virtual behavioral coaching. Employees can get on-demand care even before scheduling therapy.
Blue Cross Blue Shield (BCBS)
BCBS has a 24/7 EAP that offers in-person and virtual therapy, emotional support, behavioral coaching, and self-care tools. These services are free to employees and their dependents, regardless of their insurance coverage. The same providers serve both EAP and broader behavioral health needs, ensuring a smooth transition when employees need longer-term care.
The BCBS employee assistance program also includes legal and financial consultations and work/life services.
Transition From EAP to Insurance Coverage
Employee assistance programs are designed to be accessible, confidential, and stigma-free for employees who need help with personal or work-related issues, including substance use. These programs serve as a vital early intervention point.
After the initial evaluation, counselors guide you toward the right level of care. It may be continued short-term support or escalation to more intensive treatment.
Once the EAP assessment determines that more intensive care is needed, you’ll be referred to appropriate providers. Employee assistance programs don’t fund rehabs themselves. Instead, they direct you to insurance-covered treatment services. From there, costs are managed under your health insurance plan.
Types of Drug Rehab Services Accessible Through EAPs
Assessment and Referral Services
Many employee assistance programs use the screening, brief intervention, and referral to treatment (SBIRT) approach. It uses validated tools to identify at-risk substance use, conduct brief motivational interventions, and refer individuals to specialized treatment when needed.
EAPs also conduct biopsychosocial assessments. These assessments factor in personal, social, biological, and environmental influences on substance use and help recommend next steps.
Here’s why these evaluations matter:
Short-Term Counseling
Most employee assistance programs provide three to eight sessions per issue. These limits apply individually to each issue, not each year. Once one concern is resolved, you can access a new set of sessions for another unrelated issue.
Some EAPs are flexible. They don’t have strict annual caps. Instead, they focus on clinical judgment for the number of sessions needed.
EAP counselors use short-term therapy approaches that are effective within limited sessions. They include the following:
Inpatient and Outpatient Referrals
Employee assistance program counselors start with confidential assessments to determine the severity of your substance use. If the issue is beyond what short-term counseling can resolve, they recommend escalation to more intensive care. Based on need, EAPs may connect you to the following:
Employee assistance programs have low barriers to access. You can self-initiate, with no stigma or cost, and you’re guided through the next steps of clinical care. EAPs also coordinate care confidentially. They preserve privacy. However, EAPs don’t provide long-term treatment; they act as guides to care. Success also depends heavily on the strength of the EAP’s referral network.
Crisis Intervention and Relapse Support
Many employee assistance programs offer a 24/7 toll-free hotline, connecting you to counselors for immediate support. Trained EAP professionals also conduct group or individual debriefs, teach coping skills, and make referrals for further care when needed. This early intervention supports emotional recovery and functional return to work.
EAPs are in a unique position to offer relapse prevention services because they serve employees within the workplace. This makes follow-up easier and more accessible than community-based programs.
Some employee assistance programs perform post-treatment check-ins to monitor stability, troubleshoot challenges, and encourage adherence to the aftercare plan. Clinicians also work with you to identify triggers, early warning signs, and coping strategies.
How to Access and Use Your EAP Benefits for Drug Rehab
Step 1 - Check Your Employer’s EAP Availability
Look for employee assistance program information in the following places:
If you can’t find any EAP information, here’s what you can do:
Step 2 - Contact the EAP Confidentially
When you reach out, you will be connected with a counselor or EAP consultant. They’re there to listen and guide you, not to report to your employer. During this initial contact, they’ll collect the following information that will help them understand how to best support you:
The counselor or consultant will then offer you a counseling session. They may schedule it within three to five business days or within 24-48 hours if it’s urgent.
Your employer won’t know you contacted the employee assistance program unless you explicitly give consent.
Step 3 - Get an Assessment and Referral
An assessment is the employee assistance program’s clinical evaluation to understand your needs. It determines whether short-term counseling is enough or if a higher level of care is necessary.
The assessment begins when you speak with a qualified counselor who uses evidence-based tools to gauge your distress, identify symptoms, and assess the severity of your condition. They consider your location, provider preferences, and insurance benefits. The whole process is confidential.
Referrals are based on assessments. The EAP counselor refers you to the most appropriate level of care, which could be:
The counselor ensures medically necessary services are directed to in-network providers covered under your health plan.
Step 4 - Coordinate with Your Health Insurance
Your Cigna or Aetna health plan covers substance use disorder treatments. This may include the following services:
Coverage varies by plan. Some services, like inpatient/residential treatment, require pre-authorization. Confirm what your plan supports and if referral documentation is needed.
If your employee assistance program is integrated, the transition into your health plan’s behavioral network will be smooth. Clinicians within the EAP often coordinate directly with behavioral health providers. If the employee assistance program is independent, you’ll receive a referral and must follow through with your insurer.
Benefits and Limitations of Using EAPs for Rehab
Key Benefits
The benefits of using employee assistance programs include the following:
Common Limitations
The following are common limitations of employee assistance programs:
When EAP Alone May Not Be Enough
EAP alone may not be enough for the following reasons:
Myths About EAP and Drug Rehab Coverage
“EAPs Pay for All of Rehab”
Employee assistance programs provide only short-term help at no cost. You get brief counseling sessions, crisis support, and clinical assessments or referrals to higher levels of care.
EAPs do not fund rehab services like detox, inpatient treatment, or extended outpatient programs. These services are paid through your health insurance and employee benefits, or you pay for them out of pocket.
“Using EAP Alerts My Employer”
Employee assistance programs are confidential. Your employer does not learn who used the service or why. Many EAPs are run by external vendors and operate under professional ethics rules that protect client privacy.
The HIPAA and 42 CFR Part 2 for SUD records provide legal protection for your health information. Vendor contracts also limit disclosures. Furthermore, counselors must obtain your written consent before sharing identifiable information.
“EAPs Only Help with Work Stress”
Employee assistance programs address alcohol and substance use problems, as well as work stress. These programs provide confidential SUD assessment to determine the level of care (e.g., outpatient, inpatient, IOP, or PHP). This assessment is the first step toward treatment.
EAPs also use short-term evidence-based therapy to stabilize people struggling with SUD and develop a plan.
Start Your Recovery Journey With Nirvana
Help is available for substance use through EAPs. You do not risk job security or financial overwhelm. Your employer will not find out that you’re using an employee assistance program for help with SUD. These programs are free, so you’ll not face any out-of-pocket costs.
At Nirvana Recovery, we have experience working with EAPs and insurance providers like Cigna and Aetna. We understand what EAPs mean for your challenges with substance use and how they can help. We also know that insurance providers like Cigna and Aetna make care accessible and relieve you of the financial strain from treatment costs.
Reach out to our team at Nirvana Recovery today for confidential benefit verification and rehab guidance.
Frequently Asked Questions (FAQs)
No, it can’t. It provides free, confidential intake, brief counseling, clinical assessments, crisis support, and referrals. Assessments help employee assistance program counselors determine the level of care for your challenges. After an evaluation, EAP counselors help you move into insurance-covered or privately paid inpatient or outpatient care when medically necessary.
Yes, you can. While EAPs and health insurance serve different purposes, they can work together. The EAP gives you quick, confidential, short-term help. When more care is needed, it helps you transition into treatment covered by health insurance. Furthermore, you can have active insurance coverage while using employee assistance program services.
An employee assistance program will provide an immediate, confidential assessment after a positive drug test. You may also receive short-term counseling and risk/safety planning (to prevent overdose). A counselor will then coordinate your referral to appropriate treatment. This may include inpatient rehab or more extensive outpatient care.