Enestee Staff Wellbeing Access
Done-for-you workplace wellbeing, delivered locally.
A simple monthly wellbeing support package for small and growing employers who want to look after their people without buying a full Employee Assistance Programme.
Staff wellbeing matters, but it does not need to be complicated.
Many smaller employers care deeply about their people, but do not have a large HR team, a dedicated wellbeing function or the budget for a full EAP.
Enestee Staff Wellbeing Access bridges that gap.
It gives your organisation a structured monthly wellbeing programme, practical staff resources, manager guidance, HR-ready communication wording and confidential access to discounted Enestee counselling for eligible staff.
This is a local, counselling-led support package designed to be clear, practical and easy to use.
What your organisation receives
With Staff Wellbeing Access, your organisation receives:
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monthly staff wellbeing resources;
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access to a standard staff wellbeing portal;
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manager guidance linked to each monthly theme;
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HR-ready staff communication wording;
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staff launch wording;
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confidential staff self-referral to Enestee;
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partner discount on Enestee counselling;
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partner discount on standard Enestee workplace wellbeing workshops;
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signposting to relevant support routes;
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simple implementation and basic review support.
How it works
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Your organisation joins Staff Wellbeing Access.
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We agree your staff access code, pricing band, launch date and internal contacts.
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Enestee provides staff launch wording, HR messaging and manager guidance.
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Staff receive access to the wellbeing portal and monthly wellbeing resources.
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Staff can contact Enestee directly if they want to enquire about counselling.
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Eligible staff quote your organisation’s access code to receive the agreed partner discount.
Managers and HR do not need to approve counselling enquiries. Staff contact Enestee directly.
Confidential counselling access
One of the key benefits of Enestee Staff Wellbeing Access is that staff can contact Enestee directly if they want to enquire about counselling.
They do not need permission from their manager, HR or the business owner.
The counselling relationship is between Enestee and the individual staff member. The employer is not told who has contacted Enestee, who attends counselling, what is discussed, how many sessions someone attends, or whether someone continues or stops counselling.
As with all counselling services, confidentiality has usual legal, safeguarding, professional and ethical limits. These are explained clearly as part of the counselling enquiry process.
Partner counselling discount
Eligible staff receive a partner discount on Enestee counselling.
The discount is applied to Enestee’s standard counselling fee at the point of booking. Unless a separate employer-funded arrangement is agreed, staff pay Enestee directly for any counselling sessions they choose to book.
This gives staff a clearer and more affordable route into counselling, while keeping access confidential and straightforward.
Optional employer-funded counselling
Some employers may wish to fund or part-fund counselling sessions for staff.
This can be discussed separately and may include a fixed counselling allowance, shared-cost arrangement or limited session fund.
Employer-funded counselling does not change the confidentiality boundary. The employer does not receive counselling notes, clinical information, individual attendance information or individual usage reports.
Employers should seek their own tax, accountancy, HR or legal advice where needed.
What this is not
Staff Wellbeing Access is a practical workplace wellbeing support arrangement. It is important to be clear about what it does and does not provide.
It is not:
a full Employee Assistance Programme; a 24/7 helpline;
an emergency or crisis service; occupational health;
a fitness-for-work assessment service; HR advice;
legal advice; tax or accountancy advice;
mediation; workplace investigation;
a replacement for your own policies, risk assessments, safeguarding procedures or management responsibilities.
If you need occupational health, legal, HR, safeguarding, emergency or crisis support, you should use the appropriate specialist service.
