Give every employee direct access to psychologists, practical mental health resources and early support through the ANSA Health Virtual Clinic.
For $10 per employee per month, your organisation can provide mental health support that’s available when people first notice something is wrong, not only after it has affected their health, relationships or ability to work.
Mental health support at work can no longer be limited to responding after someone becomes unwell.
Australian employers have duties to protect the psychological health of their workers, just as they do their physical health. This includes identifying psychosocial hazards, controlling risks so far as is reasonably practicable, consulting with employees and reviewing whether controls are working.
Psychosocial hazards can arise from:
A Workplace Health and Wellbeing Program can’t replace good job design, employee consultation or workplace risk controls. It can, however, give employees a confidential and practical way to seek help early as part of a broader psychological health and safety approach.
The ANSA Health Virtual Clinic gives employees a clear place to go when they need psychological support.
Employees can access the service privately, without needing to explain their personal circumstances to a manager or wait for a problem to become severe.
Support may be helpful when someone is dealing with:
Employees don’t need to decide whether their concern is “serious enough”. Early conversations can prevent smaller difficulties from becoming harder and more disruptive over time.
Give your employees accessEvery eligible employee can access up to six sessions with an ANSA Health psychologist each year.
Sessions may be used for personal or work-related concerns. Employees can seek help directly, without their manager needing to assess whether support is warranted.
A larger clinical team gives employees a better chance of finding someone who suits their concerns, preferences and availability.
Appointments are delivered virtually, making the service accessible to employees across different locations, including people working remotely or outside major cities.
Employees can access short, useful information about common concerns including stress, sleep, anxiety, relationships, burnout and maintaining mental health.
Resources are designed to be used in everyday life. They don’t require employees to complete a long course or disclose personal information to their workplace.
Regular webinars help employees understand common mental health concerns and learn practical ways to respond.
Topics can include managing stress, preventing burnout, building resilience, improving communication, responding to change and supporting colleagues without taking responsibility for their wellbeing.
Employees can use the Virtual Clinic’s digital mental health tools between appointments or when they want immediate guidance.
This gives people another way to reflect, learn and take practical action without having to wait for their next session.
Managers are often the first to notice when someone is struggling, but many feel unsure about what to say or where their responsibility begins and ends.
ANSA Health can provide leaders with practical guidance on recognising changes, beginning appropriate conversations, responding to disclosures and connecting employees with professional support.
This doesn’t turn managers into counsellors. It helps them respond calmly, respectfully and within the boundaries of their role.
Organisations can receive de-identified information about engagement and broad areas of concern without being given access to an individual employee’s clinical information.
These insights can help leaders understand where additional education, consultation or preventive action may be useful.
Reporting should be considered alongside employee consultation, workplace information and formal psychosocial risk assessment. It isn’t a replacement for these processes.
Many employees know their workplace offers a support service but don’t know how to access it, what it can help with or whether their manager will find out they’ve used it.
A service only helps when people understand it and feel able to use it.
We work with organisations to introduce the Virtual Clinic clearly, explain confidentiality and keep the service visible throughout the year. Employees receive direct access to support rather than having to search for a provider when they’re already under pressure.
The aim is simple: make it easier to ask for help earlier.
We’ll confirm employee eligibility, service inclusions and the most suitable way to introduce the Virtual Clinic to your workforce.
Employees receive information about how to access the platform, what support is available and how their privacy is protected.
Employees can use mental health resources and arrange psychological support without needing to disclose their personal concerns to their employer.
Webinars, workplace communication and practical resources help maintain awareness after the initial launch.
De-identified reporting can help your organisation understand how the service is being used and where further workplace action may be worth considering.
Psychology sessions are private and handled in accordance with professional, clinical and privacy requirements.
Employers don’t receive an employee’s session notes, diagnosis or details about what was discussed. Information would only be disclosed where required or permitted by law, including when there is a serious concern about safety.
Organisational reporting is de-identified and designed to protect individual privacy.
The Virtual Clinic can support:
We can also develop a more specific partnership when an organisation needs additional support, such as leadership education, mental health webinars, critical incident response or targeted programs for a particular team.
$10per employee per month
We’ll confirm the service scope, eligibility and implementation arrangements with you before your organisation joins.
Request a workplace consultationThe Virtual Clinic gives eligible employees access to:
The Virtual Clinic can support early intervention, mental health literacy and access to professional care.
It doesn’t replace an employer’s responsibility to:
We believe it’s important to be clear about this. Employee support is valuable, but responsibility for workplace hazards shouldn’t be shifted onto individual employees. The strongest approach combines safe systems of work with accessible mental health support.
You may be introducing workplace mental health support for the first time, reviewing an existing Workplace Health and Wellbeing Program or looking for a service employees are more likely to use. We can talk through your workforce, current arrangements and what you want the service to achieve. There’s no need to have the full model worked out before contacting us.
Information on this page is general and isn’t legal or work health and safety advice. Employer duties vary depending on your location, industry and circumstances. Refer to your state or territory regulator and obtain professional advice where required.