The Fen Path · Workplace Wellbeing & Resilience
Workplace wellbeing support that starts with a conversation
The Fen Path helps organisations create workplaces where people can recognise pressure, have better conversations and know what to do next. We combine psychological knowledge, practical workplace support and an understanding of the employment-law context.
- Healthy people
- Thriving workplaces
- Brighter futures
Our starting point
The Fen Path starts with a conversation
We do not assume every organisation needs the same thing. We start by understanding what is happening, what you are trying to achieve and where support would make the greatest difference.
We take time to understand your organisation, current pressures, existing support, priorities and desired outcomes. Support may include manager support, training and workshops, individual wellbeing consultations, signposting, bespoke management support or, where appropriate, a separate pathway into evidence-based therapy.
How it works
A clear, collaborative pathway
Listen • Understand • Design • Deliver • Review
1. Discover
A collaborative consultation with the organisation to understand needs, priorities, current provision and the context behind the request.
2. Design
Together we agree a practical plan. This may involve training, workshops, individual wellbeing consultations, signposting or management support.
3. Deliver
We provide the agreed support in a practical, psychologically informed and employer-friendly way, with clear professional boundaries.
4. Review
We review what has been useful, what has changed and agree sensible next steps or further recommendations.
What support might look like
A flexible combination, shaped by the consultation
Manager support
Build confidence and skills to have supportive conversations, respond appropriately and know when to seek further help.
Training & workshops
Practical, interactive sessions on workplace wellbeing, stress, resilience, mental health and related topics.
Individual wellbeing consultations
A confidential one-to-one space for employees to talk through work-related concerns and explore practical strategies.
Signposting
Guidance towards appropriate internal or external support such as HR, Occupational Health, EAP, GP or other services.
Bespoke programmes
Existing workshops can be adapted, or a bespoke or multi-session programme developed around your workforce and priorities.
Separate therapy pathway
Where appropriate, a six-session evidence-based therapy pathway, with the cost shared 50/50 between employer and individual.
Support for individuals
Individual wellbeing consultations
An individual wellbeing consultation is a focused, psychologically informed conversation to help someone make sense of what is affecting them at work and identify practical next steps. It is not a therapy session, diagnosis or occupational-health assessment.
Depending on the situation, next steps may include practical wellbeing strategies, signposting, a conversation with a manager, workplace adjustments, further assessment or a separate therapy pathway.
Six-session evidence-based therapy
Where an individual would benefit from more structured therapeutic support, The Fen Path can offer a preferential six-session package of evidence-based therapy. The cost can be shared equally: 50% paid by the employer and 50% by the individual. The individual’s therapy is confidential, and the employer is not given clinical content. Any information shared with the employer is agreed with the individual and limited to what is appropriate.
Keeping the boundaries clear
The wellbeing consultation is not therapy. Where therapy is appropriate, it is offered separately under a confidential therapeutic agreement. The employer does not receive clinical content from the individual’s therapy.
For managers
Supporting Mental Health in the Workplace
The Fen Path can help managers recognise when someone may be struggling, have supportive conversations, think about practical workplace support and know when to signpost or refer. Manager support can form part of a wider organisational plan rather than standing alone.
Our flagship programme is a practical and legally informed training course for managers, team leaders, supervisors and people managers.
Includes: practical exercises, case studies, conversation practice, an HSE activity, action planning and a participant workbook.
Recommended: 1 day, 09:30–16:30
What managers will explore
- The manager’s role in workplace mental health and wellbeing
- Recognising changes without diagnosing or making assumptions
- Starting and holding supportive wellbeing conversations with confidence
- Work-related stress and the HSE six areas: Demands, Control, Support, Relationships, Role and Change
- Reasonable adjustments, inclusion, absence and return-to-work conversations
- Responding to bullying, conflict and difficult workplace relationships
- When to involve HR, Occupational Health, EAP, specialist or urgent support
- Prevention and healthier team environments
Looking out for each other
Notice. Ask. Listen. Signpost.
Wellbeing is not just an individual responsibility. Managers and colleagues need to know what to notice, what to say and where to turn when someone is struggling.
Notice
Notice changes in behaviour, mood, attendance, energy or functioning.
Ask
Choose a private moment and ask simply: “How are you doing?”
Listen
Listen without trying to diagnose, fix or minimise.
Signpost
Know the agreed internal and external routes for further help.
As part of the initial consultation, The Fen Path can also help you clarify or strengthen your organisational wellbeing pathway: who colleagues can approach, what managers should do when concerns arise, what confidentiality means, when HR should be involved and when someone should be signposted to a GP, NHS or specialist service. This complements, rather than replaces, your own policies and safeguarding procedures.
Workshops & training
Practical, evidence-informed workshops
Our workshops combine psychological understanding with practical tools people can use in real working lives, designed to be useful the next day, not just interesting for 90 minutes. Sessions are interactive rather than lecture-based, using discussion, short exercises, scenarios, reflection and a little humour, in a safe and inclusive atmosphere where nobody is asked to disclose personal information.
Workshop 01
Thriving Under Pressure
Managing stress before it becomes burnout
For: Employees • Mixed teams • Managers
- What happens psychologically and physically when we are under pressure
- The difference between pressure and harmful stress
- Recognising early warning signs and understanding the stress response
- Emotional regulation and practical strategies for recovery
- Building sustainable resilience
- When and how to seek further support
HSE connection: Demands • Support
Workshop 02
Supporting Mental Health in the Workplace
A practical and legally informed course for managers
For: Managers • Team leaders • Supervisors
- The manager’s role in workplace mental health and wellbeing
- Recognising changes without diagnosing or making assumptions
- Starting and holding supportive wellbeing conversations
- Work-related stress and the HSE six areas
- Reasonable adjustments, inclusion, absence and return to work
- Responding to bullying, conflict and difficult relationships
- When to involve HR, Occupational Health, EAP or urgent support
- Prevention and healthier team environments
Format: Full day, 09:30–16:30, with participant workbook
Workshop 03
Better Conversations
Communication, emotional regulation and psychological safety
For: Employees • Managers • Teams
- Why conversations become difficult
- Defensiveness and emotional escalation
- Different communication styles
- Active listening and emotional regulation
- Giving and receiving feedback
- Navigating disagreement and maintaining boundaries
- Difficult conversations
- Psychological safety
HSE connection: Relationships • Support • Role
Workshop 04
Neurodiversity at Work
Creating more understanding and inclusive workplaces
For: Managers • Teams • HR • Whole organisations
- What neurodiversity means
- ADHD and autism
- Different ways of thinking, communicating and processing information
- Strengths as well as challenges
- Sensory and environmental factors
- Communication and reasonable adjustments
- Supporting employees without making assumptions
- Managing fairly while recognising individual needs
Versions: Neurodiversity Awareness for Everyone • Neurodiversity for Managers
Workshop 05
Menopause at Work
Supporting people through change
For: Employees • Managers • Teams
- What menopause is and common physical and psychological experiences
- Potential impact on confidence, concentration, sleep and emotional wellbeing
- Why experiences vary enormously
- Workplace conversations
- Practical adjustments
- Supporting colleagues and managers
- Reducing stigma and creating a supportive culture
Workshop 06
Managing Change
Supporting people through uncertainty and transition
For: Employees • Managers • Teams
- Why change creates psychological uncertainty
- Common emotional responses to change
- Resistance, and what it can actually mean
- Communicating change well and managing uncertainty
- What employees need from managers
- Maintaining trust and psychological safety
- Helping people regain a sense of control
HSE connection: Change
Useful during restructuring, growth, new leadership, mergers, redundancies, new systems or other significant workplace change.
Bespoke workshops & consultancy
Not every workplace needs the same thing. We can adapt an existing workshop or develop a bespoke session around your organisation’s particular needs. If there is a particular concern, team issue or emerging wellbeing need, we can work with you to develop an appropriate response. The starting point is always understanding the need before deciding on the intervention.
Example: Managing Your Manager, covering influencing upwards, managing expectations, boundaries, asking for support and improving difficult working relationships.
Grounded in best practice
Informed by UK workplace law, HSE and Acas guidance
Legal & professional foundation
Our approach is informed by UK employment law, health and safety responsibilities, HSE guidance on work-related stress and Acas guidance, including the Equality Act 2010, disability protections and reasonable adjustments where relevant.
Work-related stress
HSE identifies six recognised areas for managing work-related stress: Demands, Control, Support, Relationships, Role and Change. We use this framework where relevant in organisational conversations and training.
Clear boundaries
Fen Path workplace work does not replace HR, Occupational Health, legal or medical advice. Individual wellbeing consultations are distinct from therapy.
Employer Essentials
Mental health and employment law: what every employer needs to know
Supporting people well means combining good management, prevention and appropriate professional advice. Our Employer Essentials guide summarises the key responsibilities in plain English.
- Duty of care: work-related stress and mental health can be health and safety issues under the Health and Safety at Work etc. Act 1974 and the Management Regulations 1999.
- Risk assessment: carry out suitable and sufficient risk assessments, including risks of work-related stress, with the focus on prevention.
- Equality Act 2010: a mental health condition can be a disability, and a formal diagnosis is not always required.
- Reasonable adjustments: such as flexible working, altered workloads, additional breaks, phased returns and changes to communication.
- Absence and return to work: keep in touch appropriately and plan a supportive, reviewed return.
- Bullying and harassment: have clear policies and reporting procedures and act promptly.
Employer checklist
- We carry out mental health and stress risk assessments
- We have clear policies and procedures
- Managers are trained to support mental health
- We consider reasonable adjustments where needed
- We have a positive and open workplace culture
- We provide access to wellbeing support
- We regularly review and monitor our approach
Useful sources: Acas, HSE, GOV.UK, Equality and Human Rights Commission, Mind and Access to Work.
“A healthier workplace isn’t one where nobody struggles. It is one where people notice, talk and know what to do next.”
The Fen Path
About the founder
Psychologically informed. Practical. Human.
The Fen Path was founded by Erica Jackson, a Registered Mental Health Nurse and Counsellor with over 30 years’ experience in mental health across community, primary care, safeguarding and education settings.
Qualifications
- Diploma in Mental Health Nursing (RMN)
- Level 4 Diploma in Integrative Humanistic Counselling
- Postgraduate Diploma in CBT
- BA (Hons) Psychology & English
- PGCE, Homerton College, Cambridge
- ACT (Acceptance & Commitment Therapy), Level 2
- Certificate in Systemic Practice
Training & registration
- Additional training in EMDR, Solution-Focused approaches and Compassion Focused Therapy
- Registered with the Nursing & Midwifery Council (NMC)
- Member of the British Association for Counselling and Psychotherapy (BACP)
Pricing & packages
Flexible support designed around organisational need
The Fen Path does not begin with a fixed package. We start by understanding what is happening in the organisation, what you are hoping to achieve and where the main needs are. We then agree a proportionate plan.
Workplace services: starting prices
Collaborative organisational consultation
From £250
90-minute focused workplace session
From £450
Half-day interactive workshop
From £750
Full-day interactive workshop
From £1,450
Supporting Mental Health in the Workplace manager programme
From £1,450
Bespoke half-day programme
From £950
Bespoke full-day programme
From £1,650
Individual wellbeing consultation
From £125 per consultation
Six-session evidence-based therapy
Preferential rate, 50% employer / 50% individual
Packages
Essential
A focused first step: a collaborative consultation followed by one agreed workshop or session, with participant resources and a concise feedback summary.
Develop
A more substantial plan combining two or more workshops, a manager element, action planning and evaluation, with individual support where appropriate.
Partner
A tailored programme combining organisational and individual support, potentially including consultation, training, workshops, wellbeing consultations, management support, signposting and review.
Pricing notes
- Prices are starting points. Final pricing is agreed once the scope and needs are understood.
- Travel, venue costs, unusual timings or significant bespoke preparation may be added where relevant.
- Repeat or multi-session work can be priced as a package.
- The exact six-session therapy package price is agreed transparently with the employer and individual before therapy begins.
FAQ
Frequently asked questions
Is the initial consultation a sales meeting?
It is a collaborative conversation about what is happening and what support may be useful. The aim is to understand the need before recommending an intervention.
Is an individual wellbeing consultation therapy?
No. It is a focused, psychologically informed wellbeing conversation and is distinct from therapy, diagnosis and Occupational Health assessment.
Can an employer contribute towards therapy?
Yes. Where appropriate, The Fen Path can offer a preferential six-session evidence-based therapy package with 50% paid by the employer and 50% by the individual.
Will the employer know what is discussed in therapy?
No clinical content is shared with the employer. Any information shared outside the therapeutic relationship is agreed with the individual and limited to what is appropriate.
Does The Fen Path replace HR, Occupational Health or medical services?
No. The Fen Path complements organisational processes and can signpost to HR, Occupational Health, EAP, GP or other appropriate services where needed.
Can we just book a workshop?
Yes. A workshop can be booked directly where the need is already clear. For organisations seeking broader support, we recommend starting with a collaborative consultation.
Get in touch
Start with a conversation
Tell us what is happening in your organisation and we can explore the most useful combination of support.
Professional boundary: Fen Path workplace services are training, wellbeing support and psychologically informed consultancy. They do not replace therapy, HR processes, Occupational Health, legal advice or medical advice. Where therapy is offered, it is a separate therapeutic service with its own agreement and confidentiality.