FOR HR & PEOPLE LEADERS
A practical Employee Assistance Programme, shaped around your workforce — with individual support at its centre.
THE PROGRAMME
Start with the need, not a catalogue. Combine the modules that suit your workforce, delivery readiness and budget.
Work pressure · relationships · life transitions
SERVICE SCOPE
Final delivery scope, practitioner roles and commercial terms are confirmed in the proposal.
Private conversations about work-related pressure, difficult relationships, caregiving responsibilities or life changes. An initial discussion clarifies goals, suitability and whether the agreed EAP scope is sufficient.
Agree in advance: access channel, eligibility, session duration, per-person allowance, location, language and referral process.
Accessible learning on recognising pressure, work–family boundaries, expressing needs and conflict communication. Practical examples help people connect the topic to a real workday.
Possible takeaway: a reflection sheet or conversation prompt. Talks are education, not individual assessment.
Facilitated scenarios, private writing and voluntary role practice. Participants can learn a skill without sharing personal stories or disclosing a diagnosis to colleagues.
Agree in advance: group size, facilitator competence, confidentiality expectations and what happens if someone needs individual help.
Prepare for a caring conversation, listen without diagnosing and discuss reasonable work-related adjustments through company processes. Explore what managers can change in workload, priorities and communication.
Managers are not therapists. Specialist risk assessment and clinical decisions require qualified professionals.
Coordinate agreed appointments, practitioner schedules, service-hour reconciliation, feedback and programme review. Keep operational data separate from confidential professional records.
Agree in advance: owners, approved systems, access controls, reporting cadence and escalation contacts.
FROM ENQUIRY TO LAUNCH
A pilot can be a useful way to test access and delivery before committing to a wider programme.
Discuss locations, languages, employee groups, existing benefits and the situations you want support to address. No individual case details are needed for this conversation.
Confirm provider eligibility, available hours, referral arrangements, data handling, cancellation rules, fees and review measures.
Prepare employee information, verify access and booking steps, align the practitioner roster and identify the operational escalation owner.
Review service use, access friction, hours reconciliation and appropriately aggregated feedback. Agree changes and the next review point.
REPORTING & PRIVACY
Reporting must support management of the service without turning help-seeking into employee surveillance.
PLANNING YOUR INVESTMENT
We do not publish a single price for every workforce. Request a written proposal for your scope.
Employee locations and language needs, practitioner requirements, number and duration of sessions, workshops, operating support and reporting all affect the scope and fee. Any tax, unused-hour, cancellation and renewal terms should be explicit.
An hour-based programme can be discussed. The agreement needs to state what counts as a service hour, how attendance is reconciled, which activities are separate and how unused capacity is handled. Availability is confirmed before commitment.
Not automatically. Emergency response, psychiatric care, specialist treatment, incident response and statutory occupational assessments are not implied by a general EAP package. Any additional scope requires appropriate qualified providers and a real delivery process.
Share a broad workforce profile and the help you want to make available. We can then discuss a scoped pilot or programme proposal. Do not send employee health information through the general enquiry channel.
A CONVERSATION IS A START
Appointments, scope and fees are confirmed separately. This website is not an emergency service.