Employee Assistance Programme

• Mental health support: Structured counselling for anxiety, depression, stress, bereavement, and relationship difficulties. All clinicians are BACP accredited, directly employed, and matched to presenting issues based on clinical expertise. Triage within two working days. Therapy starting within seven. Compare that with NHS waiting lists averaging six to eighteen weeks.
• Legal information: Guidance on civil and family law matters that distract employees from their work, divorce, custody, housing disputes, neighbour conflicts, consumer rights, wills and probate. Delivered by qualified legal advisors. The service does not replace formal legal representation but gives employees the understanding they need to navigate the situation and make informed decisions.
• Financial & debt management: Practical tools and advice for employees under financial pressure, including budgeting support, creditor negotiation guidance, benefits entitlement checks, and debt management strategies. Financial stress is one of the fastest-growing drivers of poor mental health and workplace absence. Addressing the practical problem often resolves the emotional one.
• Managerial consultancy: A dedicated 24/7 support line for managers dealing with difficult conversations, team conflicts, return-to-work planning, and the clinical complexities of managing someone with a mental health condition. Your managers get real-time guidance from professionals who understand both the clinical reality and the employment law framework.
• Crisis support: Immediate clinical response for workplace incidents, fatalities, serious injuries, security threats, sudden bereavements. Our incident response team deploys onsite anywhere in the UK or provides remote support within hours.
• Trauma counselling: Specialist EMDR and trauma-focused CBT for employees affected by serious incidents. NICE-recommended protocols delivered by clinicians with specific trauma qualifications.

Most EAP providers sell you a helpline. We deliver an integrated clinical system. Our programme sits within the same governance framework as our SEQOHS-accredited Occupational Health services, which means the clinical pathway from EAP engagement to OH referral to workplace adjustment is joined up. No separate providers, no gaps, no repeated assessments.

When an employee calls with anxiety about a capability meeting, we do not just offer counselling in isolation. If the issue affects their fitness for work, we can escalate directly into an OH assessment. If a manager calls our advice line unsure how to handle a complex return, our clinicians already understand the case. That integration is not a marketing feature. It is a clinical one that produces better outcomes and fewer wasted appointments.

The standalone EAP model treats mental health as a separate silo from occupational health. Ours treats it as part of the same clinical picture. An employee’s anxiety does not stop being relevant when they attend an OH assessment. Their OH assessment does not stop being relevant when they’re receiving counselling. We manage both, under one governance framework, with clinical information flowing where it needs to.