Reason for Introducing the Benefit

In an online environment, natural contact is missing—contact that enables people to share, receive quick feedback, and better understand their own reactions. Remote work can be efficient, but it can also be quiet and subtly demanding. Some difficulties are less visible, and people tend to address them later than they should.

The benefit fills a gap in remote work: providing safe human contact and a space to talk about what a person is experiencing. The support is not meant only for crisis situations. It is a regular part of employee care, a way to capture stress early and offer a space where a situation can be framed before it develops into a long-term problem.

It is also a clear signal that mental health is a value the company takes seriously. When support is accessible, people see it as a useful tool that helps them manage work, build loyalty, and maintain a sense of belonging within the team.

How the Support Works in Practice

Sessions take the form of standard psychological consultations. They last fifty to ninety minutes and take place online or occasionally in person. An employee arranges a time via email or Teams, and the consultation focuses on the issue they are currently dealing with. The approach is based on principles of short-term supportive counselling: it focuses on concrete difficulties and practical strategies that make sense in the given context.

The first meeting is an orientation session. Its purpose is to explore the topic, name the needs, and determine the next steps. No preparation is required, but if a person brings their own list of topics, the work can be more effective. During the first consultation, the psychologist explains how the support works and what options are available. Structuring the situation and giving it a framework often brings initial relief and a clearer understanding of what is happening.

The format of cooperation is flexible. Some consultations are short-term and focus on one topic. In other cases, it is long-term work or therapeutic guidance, if it is suitable for the employee. The aim is to create a safe space where the person can speak openly and without fear.

Safety and Confidentiality

Confidentiality is maintained at the same level as in individual practice. No personal information or session content is shared with the company, and there is no list of clients. Once a year, only an anonymised summary is provided: the number of meetings, the number of clients, and the general themes appearing across the team. Recurring topics serve as a basis for company-wide webinars.

Employees can thus be sure that everything shared in a session remains strictly between them and the psychologist. This trust is a fundamental element of the entire benefit.

Most Common Employee Topics

The most common topics in a work context include stress, fatigue, performance pressure, and feeling overwhelmed. People address difficulties with boundaries between work and personal life, team relationships, loss of motivation, or noticing increased procrastination. For remote workers, isolation, more demanding time management, loneliness in relationships, or a sense of losing connection with team dynamics often come on top.

Interpersonal conflicts, communication uncertainty, burnout, or excessive responsibility also appear. Many people bring personal topics that naturally influence their work. In some cases, these are deeper therapeutic themes that, once processed, lead to greater well-being and often also to improved work performance.

In Closing

Psychological support is available to anyone who wants to use it in a situation that requires more space and perspective. It is simply an opportunity to discuss a topic with a professional in an environment where one can speak openly and without fear.