Therapy at Work: How Occupational Health Referrals Can Make a Difference

Mental health challenges remain one of the leading causes of sickness absence across the UK. According to the Health and Safety Executive (HSE), work-related stress, depression and anxiety account for a significant proportion of lost working days each year.

Against this backdrop, a therapy referral via occupational health can be a practical and structured way for employers to support their people while maintaining compliance and business continuity.

Importantly, occupational health is not about labelling employees or escalating issues unnecessarily. Instead, it provides independent clinical advice, helping employers make fair, evidence-based decisions that protect both the individual and the organisation.

---

Interested in speaking to an Occupational Health expert?

Complete our enquiry form and a member of the team will be in touch

Jack Latus – CEO

---

What Is a Therapy Referral via Occupational Health?

A therapy referral via occupational health is a formal referral made by an employer to an occupational health provider, requesting clinical assessment and, where appropriate, onward referral for counselling, therapy or psychiatric support.

In practice, this means:

• An employee is referred for an occupational health assessment

• A clinician evaluates their health in relation to their role

• Recommendations are made, which may include therapy or specialist support

Crucially, this process ensures that mental health concerns are managed within a clear, confidential and compliant framework.

Where appropriate, recommendations may include a psychiatry and counselling referral via HR, particularly in cases involving complex mental health presentations, prolonged absence, or safety-critical roles.

Why Mental Health Support at Work Matters

Workplace mental health is no longer a peripheral issue. It is a board-level concern.

Under the Health and Safety at Work etc. Act 1974, employers have a duty to protect the health, safety and welfare of employees. This includes psychological health.

In addition, under the Equality Act 2010, long-term mental health conditions may constitute a disability. Consequently, employers must consider reasonable adjustments and avoid discriminatory practices.

However, many organisations still struggle with:

• Managing stress-related absence

• Supporting employees returning after mental ill-health

• Balancing performance management with wellbeing

• Handling sensitive mental health disclosures

Therefore, structured occupational health involvement becomes essential.

When Should Employers Consider a Therapy Referral?

While every situation is different, common triggers include:

1. Prolonged or Recurrent Sickness Absence

If an employee has repeated absence due to stress, anxiety or depression, early clinical input can prevent further deterioration.

2. Reduced Performance Linked to Health

Where performance concerns may be health-related, a clinical assessment ensures fair and informed decision-making.

3. Safety-Critical Roles

In sectors such as construction, manufacturing or transport, unmanaged mental health issues can present risk. In these cases, an objective assessment is particularly important.

4. Complex Workplace Situations

For example, following grievances, restructures or traumatic incidents, therapy may form part of a wider recovery plan.

Importantly, a therapy referral via occupational health should never be used as a disciplinary tool. Instead, it should form part of a supportive and proportionate management approach.

How the Referral Process Works

At Latus Group, the process is structured, clinically robust and compliant with UK best practice.

Step 1: Management Referral

A line manager or HR professional completes a management referral form outlining concerns and specific questions.

Step 2: Clinical Assessment

An occupational health clinician conducts a confidential consultation. This focuses on functional impact, not diagnosis disclosure.

Step 3: Recommendations

Where appropriate, recommendations may include:

• Short-term counselling

• Cognitive behavioural therapy (CBT)

• Psychiatric assessment

• Workplace adjustments

• Phased return-to-work planning

For further insight into structured assessments, see our guide to occupational health referrals and management advice: https://latusgroup.co.uk/occupational-health/

In addition, employers managing ongoing absence may benefit from our dedicated return-to-work occupational health assessments: https://latusgroup.co.uk/occupational-health/

Compliance and Risk Management Considerations

From a compliance perspective, documentation and objectivity are key.

The Advisory, Conciliation and Arbitration Service (ACAS) advises employers to handle health-related absence consistently and fairly. Clear medical advice supports this.

Moreover, the HSE’s Management Standards for work-related stress provide a framework for assessing workplace risk factors such as workload, control and support. Employers can access this guidance via: https://www.hse.gov.uk/stress/

Therefore, using a therapy referral via occupational health not only supports the individual but also strengthens organisational defensibility should decisions later be scrutinised.

The Business Benefits of Early Clinical Intervention

Although the primary focus is employee wellbeing, there are clear organisational benefits:

• Reduced long-term absence

• Faster, safer returns to work

• Lower risk of grievances and claims

• Improved engagement and retention

• Stronger evidence-based HR decisions

Furthermore, early intervention often prevents escalation. In many cases, short-term therapeutic support can significantly reduce the likelihood of chronic absence.

How Latus Group Supports Employers

At Latus Group, we provide independent, evidence-based occupational health assessments designed to support both employees and employers.

Our services include:

• Comprehensive occupational health assessments

• Structured health surveillance programmes for high-risk sectors

• Integrated workplace wellbeing services

• Nationwide delivery through our mobile clinics and digital platform

Where clinically appropriate, we facilitate therapy referral pathways while ensuring recommendations are proportionate, practical and aligned to UK employment law.

Importantly, we focus on functional capacity and workplace impact. As a result, employers receive clear, actionable guidance without breaching medical confidentiality.

Frequently Asked Employer Questions

Is a therapy referral mandatory if someone reports stress?

No. Employers are not legally required to refer every case. However, they must take reasonable steps to assess risk and provide support. Occupational health input is often the most objective way to do this.

Can HR arrange counselling directly?

Yes, particularly through an EAP. However, where there are complex medical, safety or legal considerations, a therapy referral via occupational health provides stronger clinical oversight and clearer documentation.

Does the employer receive medical details?

No. Employers receive functional advice and recommendations. Diagnoses remain confidential unless the employee provides consent.

Creating a Proactive Mental Health Strategy

Ultimately, therapy referrals should not be reactive alone. Instead, they should form part of a wider workplace health strategy that includes:

• Stress risk assessments

• Clear absence management procedures

• Manager training

• Early intervention pathways

• Ongoing wellbeing support

When mental health is managed proactively, organisations are better positioned to meet their legal duties and support sustainable performance.

Conclusion

Mental health concerns in the workplace require sensitivity, structure and compliance awareness. A therapy referral via occupational health provides a balanced approach, combining independent clinical assessment with practical workplace recommendations.

For UK employers, this means fewer uncertainties, clearer documentation and better outcomes for staff.

If you would like guidance on implementing structured occupational health referral pathways within your organisation, Latus Group can provide professional, confidential support tailored to your sector and risk profile.