Dr. Michelle Main, Head of EAP Services at TAC Healthcare, believes Employee Assistance Programmes should tackle workplace productivity and employee wellbeing as a single issue.
Aberdeen, Scotland. July 16th, 2025 —A respected mental health and workplace wellbeing expert has called on UK companies to stop treating employee wellness and business performance as separate issues.
Dr Michelle Main, who holds a PhD in cognitive psychology and is Head of EAP Services at TAC Healthcare, is calling for a fundamental shift in how UK companies view employee wellbeing.
One of the UK’s most prominent employee assistance professionals, Dr. Main believes that too many business leaders view wellbeing as an expense to cut rather than an investment that delivers stronger teams and better results.
She added that recognising mental health as a vital part of business success and future growth benefits employees, leaders, HR, managers, and entire organisations.
Dr. Main heads up TAC Healthcare’s Employee Assistance Programme — iWell. She’s keen to stress that this initiative is more about building authentic and caring relationships than providing a service.
When asked about the current employee wellbeing situation in corporate Britain, she said: “I really wish more companies would stop treating wellbeing and performance as two separate things.”
“Taking care of employees’ mental health isn’t just a nice box to tick — it’s essential for productivity, creativity, and keeping people committed to the business.
“When people feel supported and valued, they’re motivated and engaged. But too often, business leaders and owners see wellbeing as an expense to cut rather than an investment that pays off in terms of a stronger team and better results.
“If they start seeing it as a vital part of their success and future growth, everyone benefits; employees, leaders, HR, managers, and the entire business.”
The UK’s business community would do well to take heed. Dr. Main is a hugely experienced mental health leader with a PhD in Cognitive Psychology. She has been delivering employee wellness programmes for more than a decade, which has given her unique insights into the relationship between employee wellness and business productivity.
Dr. Main’s iWell initiative is rooted in her assertion that happy, supported, and motivated employees can elevate organisational performance.
“I have a personal connection with my counsellors, staff, and clients. They know they can always reach out to me and be met with kindness and understanding.
“We’re clinically led and trauma-informed, but above all, we put people first. Whether someone needs support in the middle of the night or help navigating a tough situation, we’re there with compassion and expertise.
“What truly sets us apart is the combination of professional, evidence-led care and warm, accessible human connection — available whenever and wherever it’s needed.” TAC also offers Day One Absence Management — a 24/7 service allowing employees to report sickness immediately, enabling early clinical or counselling support and giving managers real-time oversight via the iOH platform.
Changing Employee Needs
The nature of employee concerns has also evolved significantly. Anxiety has emerged as the most prevalent issue, affecting individuals across roles, sectors, and seniority levels.
“We’re seeing anxiety present in ways that were less common a decade ago, often tied to the pace and uncertainty of modern work,” Dr. Main explained. Alongside this, there’s been a marked increase in burnout, chronic stress, and trauma-related concerns, particularly in high-pressure industries such as healthcare, emergency services, and customer-facing roles.
The rise of hybrid and remote working has further complicated these challenges, blurring the lines between work and personal life. “Many employees struggle to switch off, leading to feelings of overwhelm and isolation,” said Dr. Main.
Loneliness, job insecurity, and unresolved workplace conflicts are also recurring themes, exacerbated by the disconnection some feel in virtual or hybrid settings. “Employees don’t just want resources—they want to feel genuinely safe and supported, not expected to soldier on through mounting pressures.”
Challenging EAP Misconceptions
Despite progress, misconceptions about Employee Assistance Programmes persist. Many employers still view them as crisis-only tools or question whether employees will use them. “This couldn’t be further from the truth,” Dr. Main asserted.
“A good EAP does far more than offer short-term counselling. At iWell, we work hand-in-hand with managers to build resilience, shape healthy workplace cultures, and provide expert guidance on complex issues.”
iWell’s approach includes preventative measures, such as training leaders to spot early signs of distress and fostering open communication.
Another myth is that employees won’t engage with EAPs. “When the service is clear, accessible, and built on trust, employees will use it,” Dr. Main said.
“Trust is earned through consistency, genuine care, and ensuring support is easy to access — whether that’s through a 24/7 helpline, in-person sessions, or digital tools tailored to their needs.”
Changing the Perception of Employee Assistance Programmes
Many employers still see EAPs as crisis-only tools or question whether employees will use them. Dr. Main counters that effective EAPs, like iWell, extend far beyond counselling. They support managers, foster healthy workplace cultures, and provide expert guidance on complex issues.
Employees often hesitate to seek help, feeling their struggles aren’t “serious enough” or fearing judgment, with many expressing sentiments like “I didn’t think anyone would care” or “Others have it worse.”
Dr. Main emphasises that when businesses show genuine care through accessible, authentic support, it validates employees and encourages early intervention. This approach prevents minor issues from escalating into crises, and iWell’s model ensures employees feel seen and valued, fostering resilience.
Culture Is the Cornerstone of Employee Assistance Counselling
Workplace culture is pivotal to mental health outcomes. Dr. Main notes that even the best EAP is ineffective if the culture punishes vulnerability or rewards overwork.
A psychologically safe environment, where employees can speak up without fear of judgment, is a key driver of positive mental health.
iWell supports organisations in building such cultures through tailored training, policy guidance, and ongoing support, helping leaders model vulnerability and address systemic issues such as excessive workloads.
In recent months, iWell partnered with a medium-sized business facing high stress and absenteeism. Through structured counselling, manager support, and an awareness campaign, Dr. Main and her team improved engagement and reduced sick leave within six months, demonstrating the impact of early intervention.
TAC is providing tailored quotes for its holistic Employee Assistance Programme based on the specific needs of organisations and their employees. This includes Day One Absence Management, helping businesses act early with 24/7 absence reporting, fast clinical follow-up, and real-time manager alerts, all through TAC’s secure iOH system.
ENDS