According to a 2023 survey by the Chartered Institute of Personnel and Development (CIPD), 76% of UK organizations reported increased employee stress levels over the past year, driven largely by heavy workloads and workplace change [1]. Rising stress translates into absenteeism, disengagement, and talent loss.
That’s why more companies are turning to structured workplace counselling services. But many HR leaders and business owners still face questions: What kind of support should we offer? Who delivers it? And how do we know if it’s effective? Let’s unpack the essentials.
What Is Workplace Counselling?
Workplace counselling is a structured, short-term psychological support service offered by employers to their staff, typically provided by trained mental health professionals.
It addresses a range of personal and professional challenges (stress, anxiety, grief, conflict, or burnout) that can impact both employee wellbeing and performance.
Unlike external therapy, which individuals seek on their own, workplace therapy is usually free at the point of use, voluntary, and embedded into a company’s wellbeing strategy.
While external therapy may focus on long-term mental health conditions, corporate counselling in the workplace typically targets situational concerns and helps employees develop coping skills.
A key distinction? Confidentiality.
Effective employee counselling programs maintain strict confidentiality, ensuring staff feel psychologically safe when seeking help. Employers may offer workplace counselling as part of:
- A broader Employee Assistance Program (EAP)
- Standalone employee counselling services
- On-demand, anonymous therapy through digital platforms
Regardless of format, the goal is to protect emotional wellbeing while supporting workforce retention and performance.
Types of Employee Counselling in the Workplace
Workplace counselling isn’t one-size-fits-all. The most effective solutions match different forms of support to different employee needs. Here’s a breakdown of common types of staff counselling and when they’re best applied:
Key Benefits of Counselling for Employees
Counselling in the workplace isn't just a well-being initiative; it's a strategic tool that improves performance and reduces business risk. Here’s how structured employee counselling services translate into measurable results for your organization:
1. Reduces Stress, Anxiety, and Burnout
According to the American Psychological Association, 77% of employees have experienced work-related stress in the past month, and 57% report negative health outcomes due to it [2]. Without timely support, stress can escalate into burnout, absenteeism, or resignation.
Let’s calculate the potential cost savings from reducing burnout-related absences.
- Company size: 50 employees
- Average mental health-related absence: 4.5 days/year per employee
- Average UK daily wage: £150/day (based on £18.75/hr × 8 hours)
- Total cost of absence:
50 × 4.5 × £150 = £33,750/year
If corporate counselling reduces these absences by 30% (supported by meta-analysis from McLeod [3]), the savings would be: £33,750 × 0.30 = £10,125/year
2. Boosts Productivity and Motivation
According to a study by Oxford University, happier employees are 13% more productive [4]. If employee counselling services help restore emotional focus and reduce stress, that gain can be monetised.
- Employees affected: 25% of 50 = 12.5 → rounded to 12
- Workweek: 36 hours
- Productivity regained: 13%
- Extra hours/week: 36 × 0.13 × 12 = 56.16 hours
- UK average hourly wage: £18.75/hr³
- Weekly productivity gain: 56.16 × £18.75 = £1,053
- Monthly gain (4 weeks): £4,212
That’s over £4,200 per month in additional value, more than enough to fund workplace therapy services.
3. Improves Workplace Relationships
CIPD’s 2020 conflict report (most recent full UK survey) found that 35% of employees have experienced conflict, and 1 in 10 left a job due to unresolved disputes [5].
- Voluntary turnover due to conflict: 1 employee/year
- Avg. cost to replace that employee (including lost productivity): £6,125 (based on Acas and Oxford Economics estimates)
- Total cost avoided if resolved through counselling = £6,125/year
Even one avoided resignation or escalation makes grievance counselling a worthwhile investment.
4. Lowers Absenteeism and Turnover
The Deloitte UK Mental Health Report found that poor mental health cost UK employers between £53 and £56 billion in 2022 [6]. On average, each employer loses £1,035–£1,652 per employee per year due to absenteeism, presenteeism, and turnover.
- Team size: 50 employees
- Avg. cost of mental health-related loss per person/year: £1,300 (conservative midpoint)
- Total cost: 50 × £1,300 = £65,000/year
- If counselling reduces this by just 15%: £65,000 × 0.15 = £9,750 saved annually
By offering consistent staff support, especially early interventions and anonymous therapy, companies can reclaim a significant portion of this hidden loss.
When to Offer Employee Counselling Services
Knowing when to offer counselling is just as critical as having it available. Well-timed support can reduce risk, improve morale, and prevent minor issues from escalating into major ones. Below is a practical checklist to guide HR teams and managers in recognising when to activate employment counselling services.
Choosing the Right Employee Counselling Provider
Not all counselling providers are created equal, and in today’s hybrid, multicultural workplaces, selecting the right partner can dramatically impact employee engagement and outcomes.
When evaluating corporate counselling services, here are five key criteria HR teams should prioritise:
- Qualified and multilingual professionals
Ensure counsellors are licensed, experienced, and culturally competent. Multilingual options are essential for global or diverse teams. - Confidentiality and data security
All online counselling sessions must follow GDPR compliance, with encrypted communication and anonymised usage data. - Flexible access options
Look for mobile-first or hybrid models that support chat, video, and app-based sessions. This ensures reach across remote and frontline workers. - Real-time reporting for HR
Modern platforms should provide anonymised insights on usage, risk trends, and engagement, without breaching employee privacy. - Cultural sensitivity and personalisation
A modern counselling solution must recognise the nuances of different identities, backgrounds, and workplace realities.
EAP vs Employee Counselling
While the terms are often used interchangeably, Employee Assistance Programs (EAPs) and employee counselling serve different purposes, and knowing the distinction helps HR teams choose the right solution for their workforce.
An EAP is a broad workplace support programme designed to help employees deal with a wide range of personal and professional challenges. These programs often include services like:
- Legal and financial advice
- Elder care and child care resources
- Addiction or substance abuse support
- General wellness resources
- Short-term mental health support
Employee counselling, on the other hand, is a targeted, more personalised mental health intervention. It focuses exclusively on emotional wellbeing, stress, burnout, anxiety, and work-related challenges. It is often:
- Delivered by licensed mental health professionals
- Confidential and tailored to each individual’s needs
- Ongoing and flexible in terms of access (e.g. via mobile app, video, chat)
- Designed to offer depth, not just breadth
While EAPs aim for coverage, employee counselling like the one Meditopia offers aims for impact.
