For organisations
Psychological support for the people in your organisation
Confidential individual support for employees, work with teams and leaders, and a professional response in difficult organisational situations. The programme is built around what the organisation actually needs.
Mental health at work
More than a standard EAP
At Integria we build complete programmes for mental health and wellbeing at work, shaped around the real needs of the particular organisation.
Our model — the Integria Workplace Wellness Cycle — does not start from a ready-made catalogue of services. It starts from understanding what is actually happening to the people in your organisation.
Integria Workplace Wellness Cycle
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We assess
Through an anonymous survey we identify the key factors: stress, burnout, recovery, sleep, work–life balance, relationships in the team, workload, and support from managers.
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We analyse
The organisation receives an aggregate picture of the main risk areas, needs and themes that call for attention.
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We build a tailored programme
Based on the results, the programme may include individual psychological support, themed workshops, training for managers, and work on stress and burnout, sleep and recovery, relationships, conflict, and other themes that matter to the particular team.
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We run Integria Focus Weeks
Themed weeks built around needs actually identified among employees, with psychologists, psychotherapists and other suitable specialists. Each Focus Week can be given to a single theme — sleep and recovery, stress and burnout, relationships at work, or emotional resilience, for example.
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We measure the results
After an agreed period we assess again and adapt the programme to the changes that have taken place and to new needs.
Support for employees and managers
The programme can include both confidential individual psychological support for employees and training for managers — on burnout, difficult conversations, conflict, psychological safety, and support through organisational change.
Individual work stays confidential. The employer receives only aggregate information and organisational trends — never the content of sessions.
Not just support when something goes wrong
A complete approach to a healthier working environment.
Every programme is designed individually around the structure, culture and needs of the organisation.
Three strands
Support for employees
Employees of our partner organisations can get individual psychological support under strict professional confidentiality. Sessions are held directly with qualified practitioners.
Work with teams and leaders
When the difficulty lies in how the organisation or the team functions, individual therapy is not a sufficient answer.
Support after difficult and critical events
An incident, a death, a severe organisational change, or another event with a strong impact on the people in the organisation.
Support for employees
Employees of our partner organisations can get individual psychological support under strict professional confidentiality. Sessions are held directly with qualified practitioners.
The reason for seeking help does not have to be work-related. It can be a personal or professional difficulty, anxiety, overload, relationships, a loss, a period of change, or any other situation where talking to a practitioner would help.
An employee? See how to check your access →
Work with teams and leaders
When the difficulty lies in how the organisation or the team functions, individual therapy is not a sufficient answer. Integria can work with teams and with managers on the particular organisational situation.
- prolonged overload and the risk of depletion;
- difficult relationships and conflict within a team;
- a change of structure or leadership;
- communication that has become difficult;
- tension after an organisational change;
- preparing managers for difficult conversations;
- psychoeducation on a specific theme.
How a team is assessed
Specific instruments are used to assess a team across eight interlocking functions:
- Forming an opinion and taking a position
- Ideas and initiative
- Vision and the wider view
- Decision-making and steering towards a goal
- Care and support
- Evaluation and judgement
- Action and delivery
- Recognising and opening up conflict
The functions complement one another. At the centre of the model sit integration and the resolution of conflict — that is where you see what a team is strong at and where it breaks.
Where the source of the difficulty is organisational — workload, management, roles, processes or relationships within a team — individual psychological support should not stand in for work on the organisational environment itself.
Support after difficult and critical events
- a death or a serious incident;
- violence or a threatening event;
- a sudden severe change in the organisation;
- an event with a strong impact on a team;
- another situation in which the organisation needs a professional psychological frame.
Where needed, a response protocol can be agreed in advance, covering consultation with the leadership, work with those affected, and follow-up support. Through this service the organisation has standing readiness and a fast professional response.
This service is not an emergency medical or out-of-hours crisis service. If there is immediate risk to life or health, emergency medical help or 112 is what is needed.
Confidentiality is built into how the service works
Individual sessions are confidential. Integria does not give the employer the content of therapy sessions, therapeutic notes, or information about the personal themes discussed in them.
Where reporting to the organisation is provided under the contract, it is limited to aggregate information agreed in advance and is arranged so that it does not allow an individual employee to be identified.
Confidentiality has limited exceptions under applicable professional and legal requirements. These are set out in the contract and communicated to employees before they use the service.
What the organisation does and does not receive
The organisation may receive
- agreed aggregate usage measures;
- information on the capacity used;
- agreed service measures;
- feedback on the programme at aggregate level;
- recommendations for developing the programme;
- where there is a separate organisational intervention, its findings and recommendations within the agreed scope.
The organisation does not receive from individual work
- the content of sessions;
- therapeutic notes;
- details of the personal difficulty;
- diagnoses;
- conclusions about a particular employee;
- an individual clinical profile.
Aggregate measures are not provided where the number of people who used the service is small enough that an individual could be recognised from them.
You can start with a 90-day pilot
An organisation can start with a limited pilot programme instead of taking on a long commitment from the outset.
Before it starts
- which employees have access;
- how entitlement is established;
- which services are included;
- what the capacity is;
- how employees are told about the service;
- what aggregate reporting is needed;
- what privacy boundaries apply;
- a contact and escalation process for organisational matters.
During the pilot
- delivering the service;
- monitoring how it runs;
- managing capacity;
- communication to employees;
- aggregate reporting only where there is a sufficient basis for it.
After ninety days
We review together how the service was used, how the programme fits the way the organisation works, and what it needs, and decide whether and how to continue.
The programme can be tracked through service and organisational measures agreed in advance.
How we start
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A conversation about the need
We work out what the organisation actually wants to solve.
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A proposed model
We set the services, access, capacity, how it is used, and the reporting.
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Privacy and operating setup
We settle how individual psychological work is kept separate from reporting to the organisation and from the other processes.
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Starting
A pilot, or an agreed ongoing programme.
For HR and procurement
Where needed we provide information on how the service is organised, the practitioners' professional qualifications, data protection, reporting, and the contractual model.
If your employer works with Integria
You can use the services included in your company programme under your organisation's terms. Individual psychological sessions are confidential and their content is not given to the employer.