Base referrals only on job performance. Don't make a supervisor referral based on a personal problem you think exists. Obvious symptoms of a personal problem that you see or hear may be legitimate cause for a supervisor referral if they are linked to adverse effects on the workplace. It is then appropriate to initiate a discussion with your employee about their significance and act accordingly. However, if your employee is performing satisfactorily, suggesting available resources is the extent of appropriate use of your supervisory role.
Avoid diagnostic statements or references: For example, "I am referring you to the EAP because of the problems you are facing at home with your husband. Everyone here is concerned." Another example: "You have been acting depressed around here, so I am making a referral to the EAP." These are diagnostic statements that may have implications governed by employment laws such as the American's with Disabilities Act. This could confound your ability to manage your employee's performance problems.