Mental Health Mentoring in the Workplace
Build resilience
Support for individuals with mental health challenges, focused on the impact at work and, through that, on workforce confidence and productivity.
A private, safe relationship
The mentor understands the demands of the job in the context of the condition, and the psychological difficulties that can follow within the workplace.
Practical and reflective
Sessions work on problem-solving, decision-making and testing new strategies for coping, not only on talking things through.
What mentoring addresses
The patterns that are hard to see from inside
Over time, a supportive and respectful relationship of trust develops, allowing the person to explore what is affecting them and work on overcoming those barriers.
- Destructive work patterns and blind spots
- Difficulties in relation to colleagues or to the work itself
- Problem-solving and decision-making under pressure
- New strategies for coping, tested in real situations
- Reflection and constructive feedback for personal development
How workplace mentoring works
Adaptable to the individual, and most effective when it runs long enough to become habit.
01
Agree the arrangement
The employer and UMO confirm the number of sessions, the delivery method and any workplace context the mentor should know.
02
Build the relationship
A private, safe relationship develops with a mentor who understands both the condition and the demands of the role.
03
Work on the barriers
Sessions surface patterns and difficulties, then work on problem-solving, decisions and new coping strategies.
04
Embed the practice
Sessions over a set period let the mentoring become part of everyday working practice rather than a one-off conversation.
Current hourly rate
Workplace mentoring prices
One hourly rate applies to this service. Mentoring is commissioned by the employer, and may be funded through Access to Work.
Individual
Specialist mental health mentoring
One-to-one sessions with an accredited mental health professional
£80 excluding VAT, per hour
Therefore, the cost of an arrangement depends on how many sessions are agreed. Contact UMO to discuss what would suit the employee and the role.
What mentoring is not
Mentoring is not therapy, and not a report to the employer
It is not counselling, psychotherapy, diagnosis or medical care, and what an employee brings to a session is not management information.
However, sessions are with an experienced, accredited mental health professional working within agreed safeguarding procedures. Where an employee needs clinical care, the mentor supports them towards it.
What employees say about mentoring
In their own words, from UMO’s feedback.
Employee
“Has been an anchor through transitioning into a new additional role. Helped me come back to who I am. I would probably have signed off sick without this.”
Employee
“It was great in helping me see my role from a different perspective. She challenged me where needed and helped me really analyse what I value from work and life in general.”
Employee
“Mentoring has built my self esteem and given me the impetus to apply myself fully in the pursuit of my professional goals.”
Employee
“Mentoring has helped me with my confidence. It has also allowed me greater oversight into what I might do with my work in the long run.”
Delivery, funding and employer responsibilities
Mentoring sits alongside an employer’s own duties rather than replacing them.
Accredited mentors
Sessions are with an experienced and accredited mental health professional who understands the workplace context.
In person or remote
Sessions are usually weekly and last 30 to 60 minutes, delivered in person or online.
Employer duties continue
Mentoring does not replace reasonable adjustments, occupational health or an employer’s obligations under the Equality Act.
Trusted information about mental health at work
These sources explain workplace rights, funded support and where to turn for help.
GOV.UK: Access to WorkFunding for practical support at work, including mentoring.(opens in a new tab) Acas: reasonable adjustmentsWhat employers are expected to consider, and how to agree adjustments.(opens in a new tab) NHS mental health informationInformation about mental health, treatment and where to get help.(opens in a new tab)
Questions about workplace mentoring
Answers for employers, HR teams and the employees taking part.
The service
Who is mentoring for?
Employees managing a mental health condition that is affecting their work, their workplace or their work-life balance.
How long and how often are sessions?
Usually weekly, lasting 30 to 60 minutes, in person or remote.
Can we book a single session?
Yes, but mentoring is usually most effective when several sessions run over a set period, because that is what lets it become part of everyday working practice.
Who delivers the mentoring?
An experienced, accredited mental health professional who understands the demands of the role as well as the condition.
Cost and confidentiality
What does it cost?
£80 excluding VAT per hour for individual mentoring, invoiced to the employer.
Can Access to Work fund it?
Access to Work funds practical support at work for many employees. Check the current guidance, linked above, for what applies in your case.
Is what the employee says confidential?
Yes, within UMO’s safeguarding procedures. Mentoring is not a channel for reporting back to a manager.
How does this differ from counselling?
Mentoring is practical and strategy-focused, working with the job. Counselling works with the difficulty itself. An employee may need one, the other, or both.
Arrange mentoring for an employee
Share the role, what the employee has identified and your preferred delivery method, and UMO will match an accredited mentor.