What Is a Workplace Counsellor, UK - and Why Might Your Team Actually Need One?

Every day, people come into work carrying more than their role suggests. They perform, deliver, and respond, all while privately managing stress, anxiety, grief, or burnout. And when there’s no safe space to pause or speak freely, those inner pressures can silently grow.

A workplace counsellor offers more than support during a crisis. They provide an ongoing space where emotions can be explored without judgement - confidentially, consistently, and with care. For many teams, this can quietly change everything.

1. Mental health support that lasts longer than a lunchtime webinar

Research shows that mental health now accounts for around 28% of all sick days in the UK, with stress, depression and anxiety being the biggest contributors (Health and Safety Executive, 2023).

And yet, absence is just one part of the picture. Presenteeism - where employees are physically present but emotionally depleted - costs UK employers over £28 billion a year (Deloitte, 2022).

When staff feel able to access support before they hit breaking point, they’re not only more likely to stay - they’re more likely to bring their full selves to work.

2. It’s not just a service. It’s a relationship.

Where many Employee Assistance Programmes (EAPs) or wellbeing apps offer brief interventions, workplace counselling offers continuity.

It gives people a consistent, private space to process difficult emotions, explore what’s underneath the surface, and feel less alone. That alone can transform a person’s relationship to their work - and to themselves.

A UK study found that workplace counselling can be as effective as other short-term therapies, with significant improvements in anxiety, depression, and functioning, especially when employees feel safe and heard (McLeod, 2010).

3. What this means for the emotional culture of your workplace

Culture isn’t shaped by posters or policies. It’s shaped by what’s allowed to be spoken. A workplace that makes space for emotional honesty, distress, or even confusion creates a very different kind of climate: one where staff feel able to show up, not just function.

In fact, research into psychosocial safety climate (PSC) - the shared belief that wellbeing is genuinely valued - shows strong links to reduced burnout, better engagement, and higher retention (Dollard & Bailey, 2021).

This doesn’t mean turning managers into therapists. It means making it safe for people to say, "I’m not okay," and know someone will meet them there.

4. A quiet introduction from The Farley

At The Farley, my work is grounded in a person-centred approach. I hold space for people without judgement, without agenda, and without trying to fix. This is where real change often begins.

When working with organisations, I carry the same ethos into the workplace. I integrate person-centred counselling with relational and trauma-informed perspectives, shaped to fit the specific emotional climate of each team.

Some businesses invite me to work in-house (more on that in the companion blog), while others offer counselling externally, but with the same values at the core: empathy, respect, and emotional presence.

This isn’t therapy to drive performance. It’s therapy that recognises the humanity of your people, and, that their wellbeing isn’t separate from their contribution at work.

5. If you’re exploring support for your team

If you’re reading this as a founder, HR lead or team manager, you may already know how much the emotional tone of a workplace matters - and how hard it can be to support people in a way that feels real.

There are plenty of external solutions out there, and some may be right for your team. But often what’s missing is space that feels safe, human, and consistent. Space that isn’t just about coping strategies or productivity but about giving people room to say what’s hard, without being assessed or managed.

That’s the kind of space I offer through The Farley. Whether I’m working with someone privately or as part of a team’s support, the intention is the same: to listen well, to meet people where they are, and to make space for what’s often unsaid.

6. A connected post: In-House Counselling and Why It Works

You can read more about in-house counselling in this follow-up blog, Employee Counselling That Actually Feels Human, where I explore how some companies integrate this model into their weekly rhythm, offering regular access without pressure.

If you're thinking about how to support your team without resorting to overused frameworks or wellbeing initiatives that go nowhere, this is a gentle place to start.

Please feel free to book a free initial consultation or reach out for a conversation.

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Further Reading & References

Health and Safety Executive (2023). Work-related stress, anxiety or depression statistics in Great Britain, 2023. Link

Deloitte (2022). Mental health and employers: The case for investment – pandemic and beyond. Link

BACP (n.d.). Workplace counselling effectiveness. Summary of evidence on counselling benefits at work.

Centre for Workplace Excellence (2024). Psychosocial safety climate: what it is and why it matters.