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Workplace psychological support for property-management staff — Psychologist
Identify the employer sponsor, consenting staff participants and the work-focused support objective. Agree individual or group delivery and confidentiality before defining reports. The request must not assume staff screening, compulsory disclosure or psychological assessment of residents.
Service scope
Work-focused psychological support for consenting staff of a property-management business, delivered by an appropriately qualified professional under an agreed engagement. The commissioning employer, participants, group or individual format, objectives and confidentiality are distinguished. This does not authorise employee screening, compulsory disclosure, resident assessment or a generic clinical-treatment programme.
What is normally included
- Definition of staff support objectives and participants
- Agreed workplace-focused professional support
- Confidentiality and reporting arrangements
What is not included
- Compulsory employee disclosure or covert assessment
- Psychological assessment of residents through a property manager
- Owners-body mediation or clinical treatment implied without a separately qualified engagement
- Psychological assessment of residents by a manager
- Forced employee disclosure
Typical tasks
- Define workplace support objectives and participant agreement
- Provide the agreed professionally qualified psychological support
- Manage follow-up and reporting within established confidentiality boundaries
- Agree referral and follow-up arrangements for needs outside the workplace-support engagement
- Set up private participant communication and the agreed sponsor-reporting process
What to include in your brief
- Sponsor and consenting staff participants
- Workplace objective and session format
- Verified professional scope and confidentiality
- Expected participant numbers and preferred location or remote format
- Programme timing and any existing occupational-support arrangements
Choosing the right professional
Select an appropriately qualified professional and confirm the exact workplace support scope. Distinguish sponsor reporting from participant confidentiality and arrange other services separately when needed.
Important considerations
- Sponsor expectations may conflict with participant confidentiality
- Clinical treatment or employee assessment requires a different explicitly established engagement
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