Mental Health and Wellbeing Support: Clear Routes to Help
Mental health pressures don’t stay outside work. Stress, anxiety, grief, trauma, caring responsibilities, financial worries and difficult life events can all follow people through the door.
Some people need a confidential conversation. Others need counselling, specialist support or a manager who knows how to respond.
My Group helps people access clearer mental health and wellbeing support through work. That could include confidential employee support, counselling, trauma support, bereavement support, counselling for people affected by cancer, mental health training or guided routes into the right service.
Mental health pressures don’t stay outside work. Stress, anxiety, grief, trauma, caring responsibilities, financial worries and difficult life events can all follow people through the door.
Some people need a confidential conversation. Others need counselling, specialist support or a manager who knows how to respond.
My Group helps people access clearer mental health and wellbeing support through work. That could include confidential employee support, counselling, trauma support, bereavement support, counselling for people affected by cancer, mental health training or guided routes into the right service.
Why does mental health support matter at work?
People don’t leave the rest of their lives at the door.
When mental health pressures build, the impact shows up in all kinds of ways, in how someone sleeps, how they concentrate, how they relate to their team and whether they feel able to keep up with everyday demands.
Mental health concerns can be hard to spot and harder to respond to well. Managers may notice that something has changed, but not know what to say. HR teams may be supporting complex situations without clear routes into appropriate help. Employees may not know what support is available, or may wait until things feel much harder before asking.
Employers can’t remove every pressure their people face. They can make support easier to find and more straightforward to access.
Timely support can make the next step feel clearer, especially when a situation needs more than a general conversation.
How can My Group help with mental health and wellbeing?
Behind the data are people dealing with things that may not show on the surface, from anxiety or grief to treatment, trauma or a serious life event.
We start by understanding what people and employers are dealing with, then help identify the support that could make the most difference. Where mental health connects with financial pressure, physical health or workplace needs, support can be joined up around the person.
The aim is to give people support routes they can trust, while helping managers and HR teams understand where their role starts, where it stops and when specialist help is needed.
What mental health support could be included?
Mental health support can include an EAP, counselling, specialist services and manager training. The right mix depends on what people are dealing with and how easily they can access support now.
Confidential early support
Trust matters. People are more likely to use support if they understand what is available, how confidential it is and how to access it.
An Employee Assistance Programme can provide a confidential first route into support for personal or work-related concerns.
Counselling and therapy routes
Some people need more structured support than a general helpline or one-off conversation can provide.
Employee counselling services can give people access to therapy for more significant or ongoing emotional and psychological needs.
Specialist support for difficult life events
Trauma, bereavement, cancer, post-incident distress and other serious life events may need more specialist support.
My Group can help employers provide access to appropriate routes where everyday wellbeing support may not be the right level of help.
Manager confidence and training
Managers are often close enough to notice when something has changed, but that doesn’t mean they automatically know what to do next.
Training and guidance can help managers and HR teams notice when something may have changed, respond more confidently and signpost people to appropriate support.
How does mental health support reach people?
Mental health support depends on trust.
People need to know what is available, how to access it and whether it is confidential. If those questions are not answered clearly, even valuable support can sit unused.
The My Group employee portal can make support easier to find. Clear communication can explain what is available and how confidentiality works. Video sessions, manager briefings and guided referral routes can help make the next step clearer. Wellbeing Consultants can deliver specific mental health and neurodiversity training programmes, including Mental Health First Aid training and support for individuals and managers to better understand, identify and respond to neurodivergent needs.
Managers and HR teams need clear boundaries too. They should know how to respond, where to signpost and when a situation needs specialist help. They shouldn’t be left to carry difficult situations on their own or act outside the limits of their role.
Mental health support should feel safe and practical, not be hidden inside a policy. To truly provide support it should kick in well before someone reaches crisis point. It should be easy to reach long before someone is in crisis.
Talk to us about mental health support
Some organisations want to put everyday mental health support in place. Others need more structured counselling routes, specialist support or training for managers and HR teams.
Tell us about your people and we’ll help you work out what would make the most difference.
Frequently asked questions
Employers can offer several ways into support, depending on what their people need. That might include an Employee Assistance Programme, counselling, trauma support, bereavement support, Counselling for people affected by cancer, mental health training or guided routes into appropriate help. The most useful starting point is to understand what people are dealing with and whether the current support is easy to find and use.
An Employee Assistance Programme and counselling can both support mental health, but they do different jobs.
An EAP usually provides confidential support and guidance for a range of personal or work-related concerns. Counselling is more structured therapy, usually provided over a number of sessions and suited to more significant or ongoing needs.
Employers do not need to diagnose the issue or try to solve everything themselves. The first step is usually to create a clear, respectful route for the employee to talk and access appropriate support. Clear communication, manager training and access to confidential services can all help people take the next step.
Managers are often the first people to notice when something has changed. Training can help them understand what to look for, how to start a conversation and where to signpost someone for appropriate support. It also helps managers understand the limits of their role, so they are not left trying to manage difficult situations alone.
Confidentiality needs to be explained clearly and repeated often. Employees are more likely to use support when they understand what is available, how to access it and what information is or is not shared with their employer. Clear communication through the employee portal, manager briefings and human explanation can all help build trust.