Work-Wellbeing-Mentoring
Focused resilience
Support to keep work on track when life has been derailed by unexpected events, through a relationship that is empathetic but willing to challenge.
Short and deliberate
Seven sessions, agreed at the start. The limit keeps the work focused on the obstacle in front of the employee rather than becoming open-ended support.
Ends with a plan
The programme works towards an action plan for change that the employee puts into practice.
What mentoring works on
A confidential space, and honest conversation
Wellbeing mentors work with individuals on confidence, self-esteem, goal setting, focus and concentration, by creating a space where employees can express themselves without judgement. That confidentiality is what establishes trust and honesty, which in turn is what allows barriers to be overcome.
- Bereavement, personal challenges and relationship issues
- Confidence and self-esteem
- Goal setting, focus and concentration
- Making sense of the issues, identifying options and addressing them
- Developing and implementing an action plan for change
How wellbeing mentoring works
Seven sessions with a clear arc, so the employee knows what the programme is for and when it ends.
01
Name the obstacle
The employee sets out what has derailed them and how it is affecting their work.
02
Make sense of it
Next, the mentor helps them understand the situation and separate what can be changed from what cannot.
03
Identify options
Together they weigh practical options, including support the organisation already offers.
04
Act and review
Finally, the employee implements an action plan and reviews what worked before the programme closes.
Current hourly rate
Wellbeing mentoring prices
One hourly rate applies to this service. Wellbeing mentoring is commissioned by the employer.
Individual
Wellbeing mentoring (workplaces)
Charged per hour across the seven sessions
£80 excluding VAT, per hour
Therefore, the total cost of a full programme depends on the session length agreed at referral. Contact UMO for a quotation.
What this support is not
Wellbeing mentoring is not counselling, and not ongoing support
It is not counselling, psychotherapy, diagnosis or medical care, and it is not a standing arrangement. Seven sessions is the programme, not a starting point.
However, mentors are experienced practitioners working within agreed safeguarding procedures. Where an employee needs clinical care or longer-term specialist mentoring, the mentor supports them to reach it.
Who wellbeing mentoring is for
Mentors work with staff at any career stage, and the benefit extends past the individual.
Any career stage
Wellbeing mentors work with all members of staff regardless of seniority or length of service.
Returning to work
Including those coming back after maternity leave or another period of absence.
The team benefits too
Support helps whatever activity or project the individual is undertaking within their team, department or organisation.
Personal resilience
Mentors help staff reach their potential, develop resilience and improve their working life.
Delivery, funding and employer responsibilities
Wellbeing mentoring sits alongside an employer’s own provision rather than replacing it.
Experienced mentors
Sessions are with practitioners experienced in supporting employees through disruption and change.
Best embedded over time
Sessions can be a one-off, but are usually most effective scheduled over a period, so the mentoring becomes fully embedded in the employee’s working practice.
Employer duties continue
Mentoring does not replace reasonable adjustments, occupational health, an EAP or the support a manager provides.
Questions about wellbeing mentoring
Answers for employers, HR teams and the employees taking part.
The programme
Who is it for?
Employees whose work has been disrupted by a specific difficulty such as a bereavement, a personal challenge or a relationship issue, and who need focused help getting back on track.
Why seven sessions?
The programme is deliberately short. A defined end keeps the work focused on a specific obstacle and on the employee’s own action plan.
Can we book a single session?
Yes, though mentoring is usually most effective scheduled over a period, so it becomes embedded in everyday working practice.
Is it available to staff returning from leave?
Yes. Mentors work with staff at any career stage, including those returning after maternity leave or other absence.
Cost and confidentiality
What does it cost?
£80 excluding VAT per hour, invoiced to the employer.
Is what the employee says confidential?
Yes, within UMO’s safeguarding procedures. The confidential space is what makes the honesty possible.
What if someone needs more support?
The mentor supports them towards the right route: clinical care, an EAP, or longer-term specialist mentoring.
How does this differ from mental health mentoring?
Specialist mental health mentoring is ongoing support around a diagnosed condition. Wellbeing mentoring is short, goal-oriented and organised around a specific event.
Arrange wellbeing mentoring for an employee
Share the role, what has prompted the referral and your preferred delivery method, and UMO will match a mentor.