Mental Health & Neurodiversity Support for Employers
Your people don’t leave their difficulties at the door.
The organisations people genuinely want to work for are the ones that recognise this and create support that actually helps.
I work with businesses and teams across the UK to provide practical, meaningful support that improves wellbeing, confidence, communication and psychological safety in the workplace.
I help organisations make that investment meaningful and practical.
Poor mental health costs UK employers up to £51 billion annually.
Do you want to reduce absenteeism, boost productivity, retain talent, save money, and promote a positive workplace culture?
Investing in mental health is both compassionate and a smart business strategy. Supporting employee mental health improves well-being, boosts productivity, reduces absenteeism, retains talent, saves money, and promotes a positive workplace culture.
According to Deloitte’s 2024 Mental Health and Employers report, employers see an average return of £4.70 for every £1 invested in workplace mental health support.
How I support Organisations
Training & Workshops
Practical sessions on mental health, neurodiversity, wellbeing, burnout, communication and psychological safety for managers and teams.
Lunch and Learn sessions from £400.
Support & Training During Change
One to one coaching and emotional support for employees experiencing redundancy, restructure, burnout or difficult transitions in the business and life.
Neurodiversity and Mental Health Training & Support
Helping organisations better understand and support neurodivergent employees and staff experiencing mental health challenges through training, mentoring and practical workplace strategies.
Psychological Health & Safety
Support aligned with the ISO 45003 framework (the international standard for managing psychological risks at work) to help organisations improve workload management, communication, workplace culture and psychological safety.
Based in the North West and working across the UK, I support organisations of all sizes —from SMEs taking their first steps with wellbeing support to larger organisations embedding psychological health into their wider workplace strategy.
LET’S START WITH AN INFORMAL CONVERSATION
Looking for practical support that genuinely helps your people and your business?
The first conversation is informal, free, and with no pressure. It’s simply a chance to talk through what’s going on and whether I’m the right fit for you or your organisation.
Business Case studies
The following are composite case studies based on the types of organisations I work with. They are drawn from real experience but do not represent any single business or individual within it.
Case study 1 — Large retail organisation
THE SITUATION
A large retail organisation with a high volume of customer-facing staff was experiencing significant challenges with staff retention and absenteeism. Senior leaders knew that mental health was a factor but weren’t sure how to address it in a way that felt genuine rather than a tick-box exercise. They had a number of Mental Health First Aiders already trained but those staff felt underprepared and unsupported in their roles.
WHAT I DID
I designed and delivered a buddy mentoring programme specifically for the Mental Health First Aid trained staff. The programme focused on three things: how to mentor colleagues experiencing mental health difficulties, how to have conversations that actually help, and how to protect their own mental health while doing so.
The sessions were practical, interactive and grounded in real workplace scenarios. Staff were moving, discussing and problem-solving together rather than sitting through a presentation. The programme was delivered in stages to fit around shift patterns and operational demands.
When people feel genuinely supported, they stay. And when they stay, everything else improves.
THE OUTCOMES
- Measurable reduction in absenteeism
- Improved staff retention
- Mental Health First Aiders felt confident and equipped in their roles
- Staff reported feeling more supported, more motivated and more connected to the organisation
- Increased productivity with a direct impact on revenue
WHAT THIS SHOWS
Investing in the people who support your staff is as important as investing in the staff themselves. When your Mental Health First Aiders are confident and well supported, the whole organisation benefits.
Case study 2 Healthcare and end of life care organisation
THE SITUATION
A healthcare organisation working in end of life care recognised that their staff were carrying an exceptionally heavy emotional load. The nature of the work meant that personal and professional difficulties were deeply intertwined staff were processing grief, burnout and their own personal challenges alongside the demands of their roles.
The organisation wanted to offer genuine support but were clear on one thing: it could not be used as a management tool. They wanted staff to feel safe enough to access it.
WHAT I DID
I designed and delivered a confidential one-to-one coaching programme embedded within the organisation. Staff could book sessions directly through a confidential booking system, no management involvement, no reporting back, no performance link.
The issues that came up were wide-ranging: relationship difficulties, bereavement, anxiety, low mood, family pressures and the cumulative impact of working in an emotionally demanding environment. The sessions offered a safe, confidential space to process what staff were carrying before it affected their ability to function at work.
People do not leave their difficulties at the door. The question is whether their organisation helps them carry them or leaves them to manage alone.
THE OUTCOMES
- Staff felt genuinely supported and valued
- Reduced spillover of personal difficulties into workplace performance
- Lower levels of stress-related absence
- Stronger sense of organisational loyalty and trust
- Staff better equipped to manage the emotional demands of their roles
WHAT THIS SHOWS
Confidential, non-managerial support is one of the most powerful things an organisation can offer. When staff know that support is genuinely for them not for management they use it. And when they use it, everyone benefits.
Case study 3 — Professional services organisation
THE SITUATION
A well-established professional services organisation had a long-standing member of staff who received a new neurodiversity diagnosis. The individual had been with the organisation for years and was well regarded. But the diagnosis created uncertainty for the individual, for their immediate team, and for management.
Colleagues weren’t sure how to behave around them. Management weren’t sure what their legal obligations were or how to have the conversation. The individual themselves was processing what the diagnosis meant for their identity and their future in the role. Nobody knew where to start.
WHAT I DID
I worked with the organisation on two levels simultaneously. With the individual, I provided one-to-one coaching to help them understand their diagnosis, what it meant for how they worked, and what reasonable adjustments might help. We also worked on what disclosure looked like, who needed to know, what to say, and how to protect their professional relationships.
With the wider team and management I delivered a tailored training session covering what the specific diagnosis can mean in a workplace context, how to communicate effectively with and around a neurodivergent colleague, how to implement reasonable adjustments practically, and how to address the concerns and uncertainties of the wider team without breaching confidentiality.
A diagnosis changes how someone understands themselves. Good support changes how everyone around them responds.
THE OUTCOMES
- The individual felt understood, supported and able to continue in their role with confidence
- Management felt equipped and legally informed
- The wider team understood the diagnosis and knew how to be helpful rather than awkward
- Reasonable adjustments were implemented practically and without disruption
- The organisation retained a valued, experienced member of staff
WHAT THIS SHOWS
A new diagnosis in the workplace doesn’t have to be a crisis. With the right support for the individual and for the organisation it can become an opportunity to build a more inclusive, more understanding workplace for everyone.
LET’S START WITH AN INFORMAL CONVERSATION
Looking for practical support that genuinely helps your people and your business?
The first conversation is informal, free, and with no pressure. It’s simply a chance to talk through what’s going on and whether I’m the right fit for you or your organisation.