Our EAP provides confidential mental health support for employees, helping businesses foster a healthier, more resilient workforce. It includes assessments, therapy sessions, and structured intervention plans, tailored to the needs of both the individual and the organisation.

The EAP is designed for employees facing mental health challenges, work-related stress, burnout, or personal issues affecting their professional performance and well-being. It is also suitable for:

• Leaders and executives dealing with high-pressure decision-making

• Teams experiencing conflict, communication breakdowns, or interpersonal difficulties

• Co-founders and senior leaders navigating business tensions and role dynamics

We work with companies of all sizes, from large corporations to startups and small businesses. We also offer mediation services for co-founders, executive teams, and C-suite tensions.

• The employer contacts Mayfair Therapy with relevant referral information.

• We conduct an initial assessment (75 minutes) with the employee.

• Depending on the situation, we either proceed with structured therapy sessions or suggest alternative interventions.

• With employee consent, we may provide progress updates to the employer. Otherwise, the engagement remains confidential.

You can review how your sensitive data is treated in our Privacy Policy.

• One-on-one therapy sessions

• Mediation for workplace disputes (co-founders, leadership teams, HR conflicts)

• Guidance for stress, burnout, anxiety, or workplace-related difficulties

Employers can choose from:

• Session-by-session: Pay for individual therapy sessions as needed.

• Structured Package: Includes an initial 75-minute assessment, six 50-minute follow-up sessions, and a final written report (if agreed upon.)

• Ongoing Subscription: A retainer-based model providing continued access to therapy for employees. Typically, consultations are scheduled for one per week.

Yes, businesses can pre-purchase a package of sessions for their employees, ensuring timely access to support when needed.

The initial consultation should be booked by the employer in coordination with the employee. Follow-up sessions should be scheduled by the employee for a time that is convenient for them and appropriate in regards to their existing business commitments.

Typically, sessions are scheduled in advance. However, in urgent cases, crisis intervention may be available on a case-by-case basis. Employers should contact us directly by telephone for emergency situations. Our landline is 0207 889 0078. Out of hours this is directed to a 24/7 on-call number.

Yes, but only with employee consent. Reports may include progress summaries or recommendations, but sensitive personal details remain confidential unless otherwise agreed.

• Step 1: Contact us with initial details about your company’s needs.

• Step 2: Arrange an introductory consultation to discuss the best approach.

• Step 3: Select a payment model (session-by-session, package, or subscription).

• Step 4: Begin employee assessments and therapy sessions.

The initial employee consultation lasts for 75 minutes. Each subsequent consultation lasts 50 minutes. This standard duration allows us to explore the employee’s issues thoroughly while maintaining a consistent schedule.

Typically, sessions are held once a week to maintain continuity and progress. However, sessions can be more frequent based on an employee’s needs and preferences. We can discuss the optimal schedule during the EAP setup discussion.

Yes, sessions can be scheduled more frequently than once a week. We can discuss the optimal schedule for you in our setup consultation.

Yes, an employee on the EAP is able to switch from online to in-person therapy, or from in-person to online therapy. This will need to be done in consultation with your therapist, and will require at least one week’s notice.

If you have additional questions, please feel free to reach out via the Contact page on our website. I'm here to assist you and provide any information you may need.

EAP consultations may be confidential, or session progress may be shared with the employer with the explicit written consent of the employee. However, there are specific circumstances where confidentiality may be ethically or legally breached, such as if there is a risk of harm to the employee or to others. In such cases, I would discuss the necessary steps with the employee whenever possible.

You can review how your sensitive data is treated in our Privacy Policy.