Occupational Health, Employee Assistance Programme and Associated Services

Work-focused medical assessments, advice on fitness for work, adjustments, health surveillance, and case-specific clinical guidance for SDS management. Note: OH will focus strictly on medical and capability advice in a workplace context or mandated work-related intervention (e.g. drug & alcohol counselling) and not be expected to provide general counselling or non-medical interventions, unless the provider is successful in multiple lots.

24/7 confidential counselling and advice for employees (and immediate family members as industry-standard, typically age 16+ dependents). Includes short-term counselling (phone/online/in-person) and practical advice (legal, financial, family, etc.), plus structured clinical triage to identify cases requiring other interventions (e.g. specialist therapy or OH referral). Communications & Engagement Support - proactive collaboration with SDS’s internal Communications to drive awareness and appropriate usage of the service (e.g. campaigns, uptake analysis, content for staff communications).

e.g. Cognitive Behavioural Therapy (CBT), trauma-focused counselling, or other structured interventions beyond short-term EAP counselling. These are delivered via call-off following EAP or management recommendation (not automatically bundled into the core EAP fee).

A non-clinical advice and coaching helpline for SDS managers dealing with difficult people situations (e.g. supporting staff with mental health issues, sensitive conversations, crisis support). Distinct from EAP, this service is intended to provide managers with practical guidance, coaching and emotional support when dealing with challenging workplace situations involving the wellbeing of employees. It is not a source of HR, legal or procedural advice and must not direct managers on employment decisions or formal people management processes. Responsibility for policy interpretation, case management and employment decisions remains with SDS.

Specialist evaluations of employees potentially neurodivergent, with workplace-focused recommendations, delivered by qualified practitioners, separate from OH.

Post-assessment support for individuals or teams to implement adjustments and build capability.

Supply of recommended adjustments (chairs, desks, peripherals, etc.) via pre-defined catalogues/pricing.

Provision of specialised software for disabled/neurodivergent employees and training to ensure effective use.