For HR teams & business owners
Practical support for your people at work.
When employees face stress, burnout or personal difficulties, knowing how to help can be hard. Our Employee Assistance Programme (EAP) offers wellbeing checks, counselling and workshops to support your team.
Does this sound familiar?
Your team needs support. Where do you start?
You may be seeing signs of stress, hearing concerns from managers, or planning better support for staff. An EAP can be part of your response, alongside good management and a safe workplace. It does not replace medical care or emergency help.
“Our team seems stretched.”
Employees seem stressed, exhausted or less engaged. You want to understand what support could help before deciding what to put in place.
“Some staff need someone to talk to.”
An employee may need support with work or personal concerns, but may not feel comfortable discussing them with their manager or HR.
“We’re not sure how to help.”
Managers and teams may need practical ways to handle stress, have difficult conversations and work through everyday tensions.
How we can help: Recognize, Rebuild, Build
Three ways to support your team.
Start with the support your team needs most. We can discuss one service or a combination, depending on your priorities and the services available.
Recognize: wellbeing checks
Help employees understand their stress and wellbeing through screening and education. Screening can highlight concerns; it does not provide a diagnosis.
Read about wellbeing checksRebuild: one-to-one counselling
Give employees a private space to speak with a professional about stress, burnout, or personal and work concerns. We agree what support is included before the programme starts.
Read about employee supportBuild: talks and workshops
Help employees and managers learn practical ways to manage stress, communicate better and handle challenges at work.
Explore workplace learningNot sure which service to choose?
Tell us what is happening in your team. We can talk through the options with you.
Before you get started
Clear for HR. Reassuring for employees.
Before you launch, everyone should know how the support works, how staff can use it, and what stays private.
Make it easy for staff to get help
- Agree who can use each service and how they sign up or book.
- Confirm the services, languages, locations, format and times available.
- Explain the support clearly so staff can choose whether to use it, without pressure.
Be clear about privacy
- What an employee shares in counselling stays separate from performance reviews.
- If reporting is included, agree what updates HR will receive about the programme as a whole, without identifying employees.
- Explain privacy clearly to employees, including when serious safety concerns may limit confidentiality.
Planning your budget and next steps
Know what you’re getting. Plan with confidence.
After we discuss your needs, the proposal can set out the support, costs and practical details. This helps you compare options, plan your budget and get management approval. What is included depends on the services agreed.
The support we recommend
The wellbeing checks, counselling, talks or workshops that fit the needs you have shared.
Who it covers and when
Which staff or teams it is for, how sessions will run, the number of places and the proposed schedule.
How employees get help
How staff hear about the programme, register and book the support available to them.
What stays private
What stays confidential, any safety-related limits, and what updates HR can expect.
Costs and HRD Corp claims
A breakdown of costs, plus whether the proposed training is eligible for HRD Corp claims and the requirements to confirm.
How to launch and review
The steps to get started, how use of the programme will be reviewed, and what you can learn for future planning.
Need to discuss this with management?
Use the proposal to explain the recommended support, budget and next steps.
Common questions
A few things you may be wondering.
Can we start with one service?
Yes, we can discuss a single service or a combination of wellbeing checks, counselling, talks and workshops. We will confirm what we can offer based on your needs and our available capacity.
Will HR know what employees discuss in counselling?
Individual counselling conversations stay separate from performance reviews. If employer reporting is included, it covers agreed information about the programme as a whole, without identifying employees. The proposal should explain what stays private and any limits related to safety concerns.
Can we claim the training through HRD Corp?
Eligible training programmes may be claimable, subject to HRD Corp conditions. Ask us to confirm whether your proposed training qualifies and what requirements apply before you plan around a claim.
Let’s talk about your team
Tell us what your team needs.
Tell us roughly how many employees you have, the challenges you want to address, and when you hope to start. You do not need to have a programme in mind—we can talk through the options together.
Prefer a web form? Send an enquiry online.