Your employees' mental health is the invisible infrastructure of productivity, workplace safety and engagement. Let us strengthen that infrastructure together through evidence-based training, consultancy and confidential psychological support programmes tailored to your organisation.
Psychological factors in working life have a direct impact on organisational outcomes through absenteeism, lost productivity, workplace accidents and staff turnover. International organisations and legislation now treat the subject as part of occupational health and safety.
After a 4-hour mental health training for managers, a randomised controlled trial reported that work-related sick leave decreased by 18%.
Milligan-Saville et al., Lancet Psychiatry 2017For every 1 £ that employers in the UK spend on employee mental health, an average of 4,70 £ is returned; the returns on early and preventive interventions are higher.
Deloitte UK, 2024A meta-analysis of workplace stress management programmes found a medium-to-large effect; cognitive-behavioural programmes were the most effective group.
Richardson and Rothstein, 2008In the World Health Organization's guidelines on mental health at work, manager training appears as a strong recommendation; organisational interventions and return-to-work support are also among the recommendations.
WHO, 2022Select your sector to see typical challenges and recommended programme components.
Simple, practical programmes that go out to the shop floor, for environments where shift patterns, physical strain and occupational safety pressure come together.
Programmes that focus on preventing burnout and strengthening team climate under target pressure, a heavy pace and hybrid working.
Preventive and protective programmes for organisations where intensive contact with the public, hierarchical structures and emotional labour are prominent.
Programmes aimed at reducing emotional exhaustion in people-intensive settings such as hospitals, schools, call centres and retail.
Simple, scalable, budget-friendly starter programmes for businesses with a small HR function or none at all.
Managers who want to treat employee wellbeing as part of organisational strategy and to assess psychosocial risks and the organisational climate.
Mid-level managers, supervisors and foremen who want to notice when their team is struggling, communicate supportively and handle difficult conversations.
HR teams who want to structure employee support policies, workplace mobbing (psychological harassment) prevention, return-to-work and crisis processes.
Shift workers in factories and blue-collar employees working in environments with a high physical and mental load.
White-collar employees looking for support with a heavy pace, target pressure, remote/hybrid working and work-life balance.
Occupational safety specialists and workplace physicians who want to include psychosocial risk factors in their OHS work.
Training in seminar and hands-on workshop format, grounded in the cognitive behavioural approach, aiming to build skills that carry over into everyday working life.
Understanding the effects of stress on body, thoughts and behaviour; strengthening healthy coping skills and psychological resilience. The content also draws on the findings of a master's thesis on psychological resilience and coping with stress.
Recognising the signs of burnout, which the World Health Organization defines as an occupational phenomenon, and developing energy management and boundary-setting skills.
Recognising intense emotions such as anger, frustration and anxiety in the workplace and managing them constructively.
Strengthening communication within teams and between departments, and resolving disagreements without making them personal.
Managing the anxiety that arises during periods of change such as economic uncertainty, restructuring, mergers or relocation.
Training for shift and night workers on coping with sleep patterns, fatigue and attention problems, addressed together with occupational safety awareness.
Training that draws on experience in child and adolescent psychology, addressing working parents' feelings of guilt, screen use, exam periods and adolescence.
The World Health Organization's 2022 Guidelines on Mental Health at Work recommend training managers to support employees' mental health. These programmes do not aim to turn managers into diagnosticians; they aim to help them notice, talk supportively and direct people to the right resource.
Strengthening managers' knowledge of and attitudes towards mental health, and creating a climate in the team that makes it easier to seek help.
Recognising the possible psychological strain behind signs such as declining performance, withdrawal and frequent leave, and being able to hold a respectful, confidentiality-conscious conversation with the employee.
Communicating clearly without damaging the relationship in performance reviews, bad news and conflict situations.
Consultancy, together with HR and OHS teams, on developing policies and processes that support employee wellbeing.
Support for assessing psychosocial risk factors such as workload, role ambiguity, shift patterns, interpersonal relationships and work-life interaction using the concepts in ISO 45003, the international guideline standard for psychological health and safety at work.
In line with Prime Ministry Circular No. 2011/2 on preventing psychological harassment in the workplace and the information guide of the Ministry of Labour and Social Security: recognising and preventing mobbing and providing psychological support to the affected employee.
Planning the reintegration of an employee returning to work after long-term illness, bereavement, parental leave or psychological strain.
Psychological support for both departing and remaining employees during layoffs or restructuring, and briefings for managers.
Confidentiality-based psychological support services that an organisation can offer its employees.
Short-term, confidential psychological counselling for employees (and, optionally, their family members) within the scope defined by the organisation. The content of sessions is never shared with the employer under any circumstances.
Support for employees, in line with psychological first aid principles, after workplace accidents, sudden loss, earthquakes and similar shocking events; identifying and referring people at risk.
Regular, short and interactive online sessions to reach employees at different locations.
The packages are a starting framework; content, duration and scope are adapted to your organisation at the initial meeting.
A sample timeline based on the Development package. The calendar is planned around shift patterns, busy seasons and the organisation's priorities.
Every programme is monitored with indicators set at the outset. Reports provided to the organisation consist solely of aggregated, anonymous data; no employee's identity or session content is shared.
Participation rate and participant feedback after each training session.
Before-and-after comparison of indicators such as perceived stress and wellbeing at the start and end of the programme (anonymous, aggregated).
Level of use of the support programme; numbers only, with no identifying information.
Quarterly follow-up of risk areas identified through surveys and focus groups.
Before-and-after trend in the organisation's own absenteeism and staff turnover data (assessed internally).
Tick the statements that apply to your organisation. Your answers are not sent anywhere; the result is calculated on this screen only.
Your result and recommendation will appear here.
Discuss the result with a specialistWe discuss your organisation's structure, workforce profile, shift pattern and priority needs. It is free of charge.
Where necessary, priority areas are identified through anonymous surveys or focus group discussions.
Organisation-specific content is prepared; training and support services are delivered according to the agreed schedule.
A results report is provided, based on participant feedback and anonymous, aggregated data.
From quiet quitting to shift fatigue, from AI transformation to mobbing prevention: practical, referenced guides for employers, HR and OHS teams.
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