For organisations
Support arrangements with employers, schools, and institutions.
Mental health and substance problems come to work whether or not they are invited. They arrive as absence, as errors, as a good employee going quiet, as a manager improvising responses to situations no one trained them for. Organisations that plan for this do better than organisations that are surprised by it, and Safe Places works with employers who want to promote employee mental wellness and prevent mental-health-related problems in the workplace.
What we offer employers
Our work with organisations is built around the Employee Assistance Programme, and every engagement is customised: it begins with a needs assessment of your organisation, not with a package off a shelf. The components, each with its own page:
Employee Assistance Programme — the full arrangement: needs assessment, confidential individual support for employees, counselling, education, and training, shaped to your workforce.
Workplace counselling and employee support — the individual strand: how a struggling employee gets confidential help, whether they come forward themselves or are referred.
Awareness, psycho-education and stress-management training — clinician-led sessions that teach staff to recognise difficulty in themselves and colleagues and what to do about it, and practical training for teams under pressure.
The question every employer asks first
What do we get told about an employee who uses the service? The short answer: their care is confidential, and the arrangement is designed so that using it is safe for them. The longer answer is on the workplace counselling page, because an EAP that employees don’t trust is an EAP nobody uses, and we would rather set the boundary out plainly than let it be discovered awkwardly.
Organisational enquiries
Organisational and partnership enquiries go to our Client Services Officer — Partnerships on +256 709 266549. You can also use the main line, +256 770 700944, or info@safeplacesuganda.com marked “organisational enquiry.”
The first conversation covers your situation — what prompted the enquiry, whether it is a pattern across the workforce, a single difficult case, or a decision to get ahead of both — and then moves to which services fit, how an organisational needs assessment would work, and costs. Four details are helpful but not required: a rough headcount, the concern that prompted you, an internal contact who would own the arrangement, and the timeline you are working to.
For referrals and organisations
Call or write about a referral, a workplace programme, or a school engagement. Referral questions go to the clinical team.