FAQs

An Employee Assistance Programme (EAP) is a confidential helpline, which employees can use for counselling, information and support on issues affecting their mental health. Calls can relate to issues affecting them at work, such as stress about their workload or workplace bullying. Or issues affecting them outside of work, such as health or financial worries, a relationship breakdown, domestic violence, a legal issue or eldercare concerns. 

The level of service provided by an Employee Assistance Programme provider varies greatly from provider to provider. As not all EAPs put employees through to professional counsellors as the first point of contact like we do. Our EAP programme, PAM Assist, also includes a free telephone helpline, website portal and EAP app. As well as up to six counselling sessions and access to financial, health and legal experts. Although we can increase or decrease the level of service as needed.

Our most popular level of service includes up to six sessions of telephone or video counselling for each employee. So they can immediately start getting support for any issue affecting their mental health. If needed, we can also provide an increased level of cover that includes more in-depth or face-to-face counselling, including up to four sessions of cognitive behavioural therapy (CBT). Or eight sessions of digital CBT.  

Yes. Reliable EAP Providers, such as PAM Assist, provide services in keeping with the EAP Association (EAPA) Code of Ethics. This requires that the privacy and confidentiality of individuals must be protected. Meaning the confidentiality of individuals will be protected at all times, with only generalised aggregated data on how the workforce as a whole is using the service relayed to employers. This means employees can use the service in confidence, knowing it really is confidential. 

Yes. As a holistic employee benefit that helps employees to proactively manage their mental health, EAPs are very popular. 79% of employers now offer an EAP, according to Employee Benefits News. What’s more full-service EAPs, such as PAM Assist, have proven their value. According to a 2020 report into the effectiveness of EAP counselling, they improve work engagement and overall life satisfaction. While reducing workplace distress and absenteeism. 

Yes. We provide promotional materials to be sent out to employees and used to advertise the service via your internal communications channels. Depending on social distancing restrictions, we can also provide a roadshow and launch events and provide ongoing marketing materials, linked to your health and wellbeing initiatives. You will have a dedicated account manager who provides reports on take-up and usage and trend data on what issues your workforce as a whole needs support with.

We provide a wide range of resources to accompany the 24-7 counselling helpline, so individual calls can be directed to additional resources. These are accessed via the website, or app, and include downloadable leaflets, stress management tools, news articles and monthly features. We also provide access to health and wellbeing videos and Medicine Chest, which contains advice on thousands of health conditions, written by doctors and pharmacists in collaboration with NHS specialist clinicians. 

No. Although there are a very important, often lifesaving, helpline for people in considerable emotional distress, they can also be used for everyday challenges. Be this help to get fitter and healthier, manage money or improve work-family balance. Employees can use the helpline and portal, or app, for help with everyday issues such as managing stress, diet, pregnancy, alcohol consumption and much more.  We also encourage managers to use the EAP for tips on managing their team’s emotions. 

As a total occupational health (OH) provider, PAM Assist can be easily integrated with all our other services. Ranging from our return-to-work, services to rehabilitate absent employees, to our onsite health screening, so employees can get emotional support for any concerning health reporting. We can also add on our  Whistleblowing service, so employees who have witnessed any wrongdoing have somewhere confidential to report any concerns the organisation needs to know about. 

Yes. By using corporate wellness platform to make wellbeing engaging and accessible, you can equip employees with the ability and motivation to make positive lifestyle changes. Lifestyle changes, such as giving up smoking, exercising more and eating more healthily, which have been proven to prevent disease such as diabetes, cardiovascular issues and chronic lung disease. While helping employees to work on their psychological wellbeing can prevent depression and anxiety related absence. 

Yes. Our corporate wellness platform can be customised to promote your particular workplace wellbeing programmes and co-ordinate with your corporate branding. Trend analysis from data captured will also allow your business to understand the health profile of your organisation. Enabling you can carry out health risk assessment and target initiatives where they are needed the most. We also work in partnership with you, to tailor content to your organisation’s strategic objectives.

Our specialised assessments are designed to give employees a 360-view of their wellbeing, to help them and their coach with goal setting. The assessments are conducted via online questionnaires to help identify where individuals are unevenly developing in the primary areas of nutrition, health, fitness and mind. This is then used to calculate a holistic wellbeing score. If individuals are using our health kiosks, data from this, such as weight and blood results can also be incorporated. 

Through our corporate wellness platform, employers received ongoing usage data and insights on employee wellbeing. All this data is recorded securely and anonymously and presented at an aggregate level through a document, send direct to you. This report also contains easy to understand analysis, insight and recommendations. To help inform workplace wellness programmes and carry out risk assessment, based on the health profile of your workforce. 

The pandemic has made an existing mental health crisis even worse. One in five people who never had an issue before, say their mental health is now ‘poor’ or ‘very poor’. Supporting them requires taking stock of how people are feeling. Then putting evidence-based solutions in place to optimise spend on those areas that will have the biggest impact. 

Yes. Whether we’re helping you to rehabiliate an absent employee or keep your existing workforce healthy, the focus is on building resilience. Resilience is the ability of people to stay healthy under pressure. So, by helping people to develop healthy coping strategies, we can improve mental health in the long-term. Whatever challenges someone might be facing. 

Line managers have a vital role to play when it comes to supporting the mental health and wellbeing of their teams. So make sure managers are aware of any corporate mental wellness solutions in place. Plus how to encourage and refer employees to use them. Not least by regularly checking in with their team to find out how they’re coping. 

Cognitive behavioural therapy is a proven treatment for helping people with mild anxiety and depression to recover. It helps individuals to change the way they think or behave to feel less overwhelmed. For example, if someone is catastrophising they will be viewing situations as worse than they actually are. For example, “If I don’t make this relationship work I’ll be alone for the rest of my life.” Or, “If I don’t get this report in on time, I’ll lose my job.” CBT encourages the individual to listen to their inner voice and consider if all the negative thoughts they’re having are justified. Giving them the insights needed to break the habit and develop a more positive inner voice, to improve their mental health. 

The days of employers attempting to rollout one-size-fits-all workplace wellbeing solutions are over. Each and every individual will be facing unique challenges. Which is why all our corporate mental health solutions are tailored to individuals. Whether they’re using an app that makes recommendations based on their individual data. Or embarking on a return to work programme designed to overcome the particular challenges they face. 

Our resources page contains a wealth of information and articles about corporate mental health. You can also sign up for our monthly blog, which talks about what issues are most undermining health and productivity. Plus what you can do to improve mental health and workplace wellbeing. You can also follow us on twitter for breaking mental health and wellbeing news on our LinkedIn account

WellChecks can be arranged for individual employees who appear in need or support, as a one-off intervention, or offered to entire teams or groups during periods of change, pressure or vulnerability. Workplace mental health assessments can also be combined into a programme of on-going support for key roles and senior leaders. They provide an excellent opportunity to reflect on self-care, embed coping strategies and boost emotional resilience at work. 

Workplace mental health assessments encourage self-reflection and establish a safe space for employees to speak in confidence with an impartial qualified professional. They provide additional support to employees who may not want to discuss their personal situation or emotions with colleagues or family. It is therefore important that they are confidential and employees are only asked to share information or insights with their manager if they feel happy and comfortable to do this. 

Yes. In addition to helping individuals take stock of the pressure they are under and how this is impacting their mental health, they are also provided with coping strategies. Such as learning important techniques for dealing with stress, understanding the importance of their emotional wellbeing and impact of poor work-life balance on their emotional health. These insights empower employees to make positive choices that reduce the prevalence of absence and productivity issues 

Yes. Even though the WellCheck only lasts around an hour, employees will get the most from the session when they have prepared for it. Managers can help by discussing and reminding people about the session and making sure they are seen to be encouraging the employee’s participation in this. It is a recognition by their manager that they are valued and cared for and that their manager wants them to feel supported to look after their mental health. 

Yes. The session is carried out by a registered psychotherapist, or senior clinician, who can help the employee to take stock of the impact that organisational change, pressure or emotionally challenging situations are having on them.  It establishes a safe space for them to talk about anything bothering them in confidence, be this workplace bullying or domestic violence, and creates an opportunity for them to be signposted towards further support if the clinician feels this is needed. 

Cognitive behavioural therapy is a proven treatment for helping people with mild anxiety and depression to recover. It helps individuals to change the way they think or behave to feel less overwhelmed. For example, if someone is catastrophising they will be viewing situations as worse than they actually are. For example, “If I don’t make this relationship work I’ll be alone for the rest of my life.” Or, “If I don’t get this report in on time, I’ll lose my job.” CBT encourages the individual to listen to their inner voice and consider if all the negative thoughts they’re having are justified. Giving them the insights needed to break the habit and develop a more positive inner voice, to improve their mental health.

CBT in the workplace can be delivered in person, via a professionally qualified counsellor or online, via a website or app. With counselling available face-to-face or via video or telephone or live chat. While digital CBT can be accessed by all devices, including laptops, tablets and phones. We follow a NICE recommended protocol to ensure people receive the most effective, least intrusive treatment. This stepped care approach means we are able to flex our approach as needed. So, if someone starts of with digital CBT and deteriorates, their case manager can recommend they go back to in-person counselling. Or if their issue becomes mild, following initial counselling, they can be encouraged to work on their mental health further, via digital CBT. 

Research shows that cognitive behavioural therapy (CBT) is the most effective form of treatment for individuals experiencing mild anxiety or depression. With some studies showing that self-guided online CBT is significantly more effective in lowering depression. Online CBT is also an effective treatment for people experiencing a full range of life issues. Such as workplace stress, relationship issues, debt worries, sleep problems or unhelpful coping strategies, such as alcohol or drug misuse. PAM Wellbeing’s online CBT course teaches individuals strategies to help them cope better in the short term. In a way that also equips them to face future issues with more confidence in the long term. 

Returning to work after a period of absence can be difficult, especially for individuals who have been off sick with a psychological issue, such as anxiety, trauma, an obsessive compulsive disorder (OCD) or other mental health issue. A return to work programme provides employees with the professional support they need to overcome a variety of mental health concerns and complexities that might otherwise result in long-term absence or performance issues. 

Every person who has a mental health condition is different in terms of their experiences, challenges, their causes of mental ill-health and how they respond to the therapy provided by a return to work programme. That’s why we provide an upfront return to work risk assessment, to understand the underlying issues and provide recommendations on the treatment required, time and cost required to provide this and likely prognosis for recovery. 

Yes. In addition to our mental health return to work services, we also provide occupational health return to work services, or a mixture of the two, because even after someone has physically recovered from an operation anxiety about returning to work or how their role might have changed in their absence can prove just as debilitating as the original illness.  While people affected by Long Covid, for example, need help to overcome both physical and mental symptoms. 

A stepped care approach is based on the NHS Increasing Access to Psychological Therapies (IAPT) programme, which matches treatment to the individual’s needs. Moving them up or down a ‘step’ depending on how they are responding to a particular therapy. For example, once they no longer require counselling, they can be provided with digital tools to continue managing their recovery, to ensure the most effective, least intrusive and cost-effective treatment. 

Yes. Part of the success criteria we use involves a return on investment (ROI) analysis to weight up the cost of salary, extra staff training costs and other business costs associated with the employees absence or presenteeism issues. This can then be weighed up against the cost of providing return to work services to decide if investment in this represents a reasonable step for the employer to take and the ROI associated with returning absent people to work. 

Our return to work services are designed to not only help employees, but also to provide managers with valuable support. It’s therefore the manager who raises a management referral for the employee to be considered for the programme. Managers are kept updated on progress and provided with valuable support, in terms of how best to communicate with the employee, provide work that aids their recovery and increase their working ability as their symptoms improve. 

We offer a stepped care approach, to determine the types of counselling the individual might need to recover. In keeping with NICE guidelines. Level one starts with self-guided management (relation, exercise therapy, skill development and coaching). Level 2 involved digital CBT or telephone or online coaching. Step 3 involves face-to-face or telephone or video coaching. Level 4 involves face-to-face counselling, CBT or EMDR. Employees are stepped up, or down, depending on how they are responding to a particular therapy. 

Sometimes employees are not suitable for workplace counselling because the extent of their mental health issue requires more support than would be considered reasonable for an employer to provide. For example, they may have a deeply embedded issue, which would take years of therapy to address. If the employee is not suitable for employee counselling and wellness services, a document is provided to the employee’s manager. With signposting to a more clinically appropriate treatment. For risk cases, an additional letter is written and sent to the employee’s GP informing them of the information acquired. 

Effective counselling helps individuals overcome a mental health issues impacting on their ability to attend or perform at work. Most individuals will have tried and struggled to get better themselves are incredibly grateful for their employer’s support. As well as the opportunity to access professional counselling months sooner than this might be available via the NHS. The benefits of employee counselling for employers is that it reduces the salary and staff replacement costs associated with an ongoing absence or productivity issue. Plus gives managers valued guidance on how to manage their communication with the employee. As well as an understanding of the value of work to recovery and how to increase work as symptoms improve. 

Workplace disputes create a negative atmosphere, cause anxiety and stress and significantly reduce the ability of individuals to perform. Workplace mediation services seek to focus on mutually beneficial outcomes, to give those trapped in dispute a means of resolving disagreements. Critical to this is giving both sides an opportunity to discuss their views and a process for restoring their relationship. This is typically done via a mediated joint meeting. 

Yes. Depending on the particular challenges faced by your organisation, we can tailor one of our existing courses. We can even design a new course just for you. Many of our pandemic-related workshops and webinars were developed in partnership with our existing customers. They asked us to help educate employees starting to struggle with burnout, after juggling work and homeschooling. We also focus on anxiety about returning to the physical workplace after lockdown. Just let us know what topics you think you need help with. 

Once a dispute has deteriorated into a conflict, it can be difficult for individuals to find a resolution themselves. The process starts by inviting both sides to come together for a mediated discussion and explaining what this is designed to achieve. Book a place for the joint meeting that is discrete and private and explain how the mediator will be meeting with them to help them prepare. Also ensure the mediator is given the facts and evidence relevant to the workplace dispute. 

There are some important ground rules that the mediator will explain to both sides before the meeting. The most important is that both sides to use the process to focus on an approach to resolution, not further conflict. The purpose of mediation in the workplace is to repair the relationship and moving forward, rather than go over past events. Although the process of mediation might seem daunting, third parties should not be invited, so individuals can be encouraged to talk directly to one another. 

It is part of the mediator’s role to manage the situation to ensure each party respects the other and uses appropriate and constructive language. Sometimes a little ‘heat’ in the discussion can also help to generate some ‘light’ to help the process forward. The mediator will not avoid the difficult discussion that needs to be had. However, they will use their professional judgement to suggest a break to restore a better sense of balance if needed. As well as ensure the process is fair to both parties. 

One of our trained workplace mediators will take charge of the process and help individuals to prepare. Rather than being too fixed in their expectations, such as expecting an apology, they will be encouraged to focus on small changes they and the other person can make. As well as helped to consider which 3-4 key things they want to communicate to the other person. Plus how they want to clarify their position and how they personally want to move things forward. 

As an employer it is good practice to create a transparent and safe working environment where workers can speak up. Although the law does not require employers to have a whistleblowing policy, the existence of this shows commitment to listening to workers’ concerns. Clear whistleblowing policies demonstrate that the organisation welcomes information being brought to the attention of management, at the highest level. To support ethics and compliance and health and safety. 

It is in the organisation’s best interests to deal with a whistleblowing disclosure when it is first raised by a worker. An effective whistleblowing service allows the organisation to investigate promptly and ask further questions of a worker, in confidence. Organisations that embrace whistleblowing, as an important source of information, find they are better able to support risk management. Whistleblowing can also improve health and safety and even protect lives. 

Yes. In addition to allowing the individual disclosing information to remain anonymous, PAM’s whistleblowing service also allows for emotional support. We recognise that whistleblowing can be a difficult and anxiety provoking experience. So, depending on what the employee has witnessed, or experienced, we can also provide employee counselling as required. Assuming your organisation also holds an Employee Assistance Programme (EAP) with us or wants to pay for this separately.  

Mental health in the workplace training is mental health training specifically designed to help people attend and perform at work. Training courses are typically aimed at helping individuals build mental health awareness, to empower them to stay healthy. Training is designed to help managers understand their role in supporting mental wellbeing in the workplace. Training also exists to help individuals who want to become mental health first aiders to guide people in distress towards support.

Most mental health in the workplace training is offered as part of a wider health and wellbeing programme. It is typically made available for all employees to sign-up for, if they feel it might benefit them. It can also be offered on a compulsory basis for managers to attend, as part of their training and development. Or for all the members of a particular team or department to attend together. Either way, it should be offered as something the organisation wishes to do to help people stay happy and healthy. 

By educating and motivating employees to proactively look after their mental health, you can reduce stress, absence and presenteeism. Mental health issues are now a major cause of workplace absence and lost productivity, because people don’t know how to help themselves. Many existing benefits wait until they become sick to kick in. This is far more costly than mental health training to stop people developing poor mental health in the first place. 

Yes. Depending on the particular challenges faced by your organisation, we can tailor one of our existing courses. We can even design a new course just for you. Many of our pandemic-related workshops and webinars were developed in partnership with our existing customers. They asked us to help educate employees starting to struggle with burnout, after juggling work and homeschooling. We also focus on anxiety about returning to the physical workplace after lockdown. Just let us know what topics you think you need help with. 

With the current webinar hosting available this is totally up to you. You can have 8-10 people attend for more of a team or workshop style session that allows for lots of discussion. Or we can give a presentation style webinar to thousands of employees. 

Yes. As part of the occupational health provider, PAM Group, our multidisciplinary team can provide webinars on physical health issues as well. Topics include, healthy backs, men’s health, women’s health, healthy eating. 

First aid is typically associated with the first assistance given for physical injuries, such as cuts, burns, sprains and stings. Whereas mental health first aid is just as important and is the first assistance given to someone experiencing a mental health issue. Such as stress, anxiety, low mood or even feeling like they don’t want to live anymore. Most organisations have mental health support services in place. However, ongoing stigma linked to mental health issues often makes it difficult for people to reach out. A properly trained Mental Health First Aider can help people in need of immediate assistance and guide them towards further support. 

Our mental health first aid training is suitable for individuals who have good listening and empathy skills. They need to be willing to learn about mental health issues and the support services in place. So they can guide colleagues towards the right assistance. They will understand that it is not their job to be a counsellor or advise the employee. Plus have the ability to practice self-care and role model looking after their own mental health. It’s also helpful if they’re a good communicator and friendly and approachable but the main criteria is a commitment to helping others. 

No. It takes years of study and supervised practice to become a BACP accredited counsellor. Individuals completing our mental health first aid training will be taught that their role is not to attempt to counsel or advise employees. Instead, it is to identify and guide individuals in emotional distress towards appropriate support, such as your Employee Assistance Programme (EAP). This in itself is a hugely important role. Because getting people to have that first conversation about their mental health and acknowledge they need support is essential to recovery. 

Yes. We can deliver the two-day course, featuring four three-hour sessions, over secure platforms such as MS Teams. Or via Zoom. Mental health first aid training online delegates will also be provided with access to a course notebook. As well as ongoing access to our online resource portal and course notebooks. They will also still get to carry out some interactive learning and work through case studies to develop the practical skills needed to complete the course. 

Critical incidents are typically events that have the power to throw an organisation into crisis, such as a terrorist attacks, on-site fatalities, armed robbery or employee suicide. However, they can also include any event with the potential to cause distress to employees, such as the current pandemic has exerted on healthcare workers. Or an assault on a member of staff, road traffic accident, riots or environment disaster. In general, it’s best to view a critical incident as any event that has the power to traumatise employees. Even if it doesn’t stop the business from functioning. 

In the immediate aftermath of a traumatic incident, people will look to their manager and organisational leaders for immediate support and direction, which is why we also provide upfront pre-incident planning. When it comes to supporting the healing process, after someone’s been exposed to a distressing event, professional support is essential. That’s why clinical care professionals provide all our critical incident support and trauma support. 

It’s normal for employees to experience flashbacks, hypervigilance, sleep loss and feelings of sadness or low mood after an event. If these symptoms continue to persist or get worse, an individual could be developing post-traumatic stress disorder (PTSD). The symptoms of which include extreme physical reactions. Such as nausea, sweating or pounding heart, nightmares, extreme anxiety, invasive memories and intense feelings of distress. These can make the individual feel like the trauma is still happening. Severely impacting on them. 

Trauma affects the mental health of different people in different ways. Some people may be able to quickly process their experience by talking to friends or family about what’s happened and doing things that make them feel safe again. Others might struggle to do this and become burdened by intrusive thoughts, such as replaying the episode over and over in their minds. Often people try to block out the images and memories associated with the event, which can create long-lasting problems. Expert post-incident support can help them to move on in as little as three sessions. Although more complex cases can take longer.  

Pre-incident planning is the process of considering how an event with the power to disrupt the business, or distress employees, should be handled. From how best to co-ordinate the response and liaise with the emergency services and media. To how to direct employees towards psychological support to reduce the risk of long-term injury and even who should attend the funeral. 

Critical incidents are by their very nature, unexpected bolts from the blue that no one expected. They can range from a fire to a terrorist attack to the unexpected death, or suicide, of a popular employee. Not all critical incidents have the power to stop the business in its tracks. They do however have the power to greatly distress, and even traumatise, employees. 

Pre-incident planning groups are typically made up of individuals from across the business. Such as HR, security and safety, communications and risk. In the past, business continuity typically focused on getting systems or offices online again. Now it’s increasingly recognised that restoring the ability of employees to function normally again is just as important. 

The way that an organisation responds and reacts to a critical incident has a lasting impact on employees. If employees feel like their life has been put at risk it can severely shake them. This is a normal response, but the support they receive from this point plays a large part in their recovery. Critical incident management seeks to limit long-term psychological damage, such as post-traumatic stress disorder (PTSD) by helping them to process their experience. 

Trauma affects different people in different ways. Some people may be able to quickly process their experience by talking to friends or family about what’s happened and doing things that make them feel safe again. Others might struggle to do this and become burdened by intrusive thoughts, such as replaying the episode over and over in their minds. Often people try to block out the images and memories associated with the event, which can create long-lasting problems. Expert post-incident support can help them to move on in as little as three sessions. Although more complex cases can take longer. 

In the immediate aftermath of an event, people will look to their manager and organisational leaders for immediate support and direction, which is why we also provide upfront pre-incident planning. When it comes to supporting individuals experiencing the psychological aftermath of being exposed to a deeply distressing event, professional support is essential. That’s why experienced professionals provide all our critical incident support. 

Most business continuity plans look at how to get systems and buildings back online, when it’s just as important to think about how to get people performing again. Upset and distressed employees will not be able to think clearly or function properly. The sooner you can support them to process their emotions and recover the sooner the business can start to perform again. If you want an effective business recovery plan, this also needs to include trauma recovery. 

Depending on the extent to which someone was traumatised by the event, or this triggered a previously unresolved past trauma, some individuals may need further support. Our specialist post-incident support includes Cognitive Behavioural Therapy (CBT) and Eye Movement Desensitisation and Reprocessing (EMDR). We also provide employers and managers with advice on how to tell if someone might need further support.