This page provides frequently asked questions and answers
Why is Rightsteps Wellbeing & Recovery delivered by telephone?
It is more cost efficient, convenient and can be delivered more flexibly than a face to face service. Research has also been conducted that shows telephone CBT counselling delivers comparable results to that of face to face interventions.(Wang et al., 2007)
Some of our employees are based in overseas offices. Do you have the capability to provide the service to them?
The delivery of a telephone support service to an overseas office can be facilitated. This would need to be agreed on a case by case basis to ensure all charges can be met within the agreed price.
Can you offer face-to-face interventions?
Yes, face to face sessions can be agreed by prior agreement - Please be aware that face to face sessions are subject to an additional charge. For further details contact us on 0300 123 1530.
What qualifications do your staff who deliver the service hold?
All staff are registered/accredited by the British Association for Counselling and Psychotherapy (BACP) or British Association for Behavioural and Cognitive Psychotherapies (BABCP).
How can I find out more about the range of Rightsteps services?
Contact a member of our team on 0300 123 1530 or use our Contact Us form.
What makes Rightsteps more effective than other forms of support available?
All of Rightsteps services target 'work-focused' outcomes, reducing absenteeism and presenteeism and supporting employees through difficult periods. The delivery of a Cognitive Behavioural Therapy (CBT) model differs greatly from generalist telephone counselling offered by other providers. CBT is focused on problem-solving and the development of coping strategies, thereby providing a more lasting solution, equipping employees with the tools to overcome difficulties when they arise in the future.
We already have access to an Employee Assistance Programme - why do we need your service as well?
Rightsteps operates a management referral approach, empowering employers to take a timely and proactive approach to managing employees who are in need of support who may not readily present themselves for support via helpline based support. This enables employers to clearly demonstrate fulfilment of their social and legal duty of care requirements to employees, especially in cases of "Reasonable Foreseeability"
By providing feedback on the coping strategies developed by the employee to manage their symptoms within the workplace ensures that employers benefit from long term change in the employees ability to self manage their condition ongoing. Whilst regular liaison with employer's HR or Occupational Health teams by our Wellbeing Practitioners checks the progress of the employee in continued use of coping strategies to ensure long term support.