Care about your employees?  Fed up with workplace drama?  Concerned about compliance?  We've got your back!

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We Optimise Organisational Health

Integrated Services for Care, Empowerment, and Protection

Care Empower Protect

Tired of fragmented quick-fixes for employee health and wellbeing?

Look no further.

At Allos, we offer a holistic approach to optimising organisational health with our integrated services for care, empowerment, and protection.

From Employee Assistance Programs and critical incident response, to training and development, and psychosocial risk management - we've got you covered.

Say goodbye to siloed solutions and hello to a comprehensive strategy for a healthier, more resilient workforce.

Let's elevate your organisation together.

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Our Services

Complete Care and Protection for your People

    CARE

  • 24/7 EAP service. 100% Uptime. Reliable same-day response.

  • Face-to-Face, Online, or Phone. 100% Uptime. Reliable same-day response.

  • In-depth and Actionable Reports with Recommendations

  • Critical Incident Response. Anywhere, Anytime. 

  • On-site Support (including walk'n'talks)
  • Escalation and Referral pathways to additional support

  • Fast and Easy 1-click EAP request process you can embed in your existing intranet

  • Interactive Digital Mental Health Tool providing evidence-based support. Apple & Android

    EMPOWER

  • Accredited Mental Health First Aid Training
  • Resilience 2.0 Training

  • Building Team Psychological Safety

  • Crucial Conversation Training

  • 1:1 Coaching for Leaders

  • Financial Wellbeing

  • Nutritional Neurosience

  • Compassion Fatigue & Vicarious Trauma Management

  • ... and many more

    PROTECT

  • Psychosocial Risk Gap-analysis

  • Safety Management System Review and Development
  • Psychosocial Hazard Management Training for Leaders

  • Private Strategic Wellbeing Guidance for Executive Leadership Team 

Real Results - See the Impact of Our Services in Action

Eight-fold Usage Increase In 6 months

Org size: 250 staff

The organisation operates in high physical-risk environments, in remote locations. They had identified that the psychological health of employees was a prime risk to physical health and safety. i.e. distraction while operating heavy machinery.

The previous EAP had extremely low uptake, just 3of staff per year. HR reported that the employees were too stoic and resistant to seek support. 

We spoke with a variety of staff and leaders and learned that many were skeptical of mental health and assumed it was a sign of weakness and feared the stigma of being labelled with a diagnosis

We were optimistic because we avoid clinical jargon and instead use relatable human stories. Plus, our humanistic approach doesn't focus on diagnosis. To make sure we made maximum impact, we teamed up with WHS and toured worksites and spoke about the importance of ‘keeping a clear head’ to stay safe at work. This, in addition to the face-to-face time, cut through the misapprehensions and built trust.

The Results

EAP usage over the first 6 months was 12% (annualised)Staff were pleasantly surprised by our down-to-earth approach and several of their ‘at-risk’ employees have sought support and since shown marked improvement in their mood and focus and overall presenteeism and absenteeism had dropped. 

Our monitoring also identified a pattern of bully-like behaviours at a particular site. We introduced HR to one of our subject matter experts in the field of bullying prevention and a solutions-focused program was introduced shortly after.

Key Takeaways

  • By using relatable language and teaming up with the company's health and safety department, we were able to build trust with employees and increase EAP usage by 4x in just 6 months.

  • By identifying patterns of bullying at a specific worksite, we were able to provide targeted solutions to improve the workplace culture.
  • By focusing on the importance of "keeping a clear head" and avoiding clinical jargon, we were able to cut through misconceptions and provide effective support for employees.
Speak to one of our team

$300,000 Claim Avoided

Org size: 750 staff

senior employee who had worked with the organisation for 20+ years disagreed with changes to their role.

Their frustration led to increasing levels of disengagement and conflict. The organisation reached out to Allos for assistance.

Allos contacted the employee to hear their perspective. Initially the employee wanted to “make the company pay” by pursuing a vexatious WorkCover claim, however, over a series of counselling sessions, they came to the realisation that what they really wanted was to take a less painful and more constructive route. From there, they decided that their goal was to 'leave with grace' and 'start fresh' elsewhere because would lead to the best outcome for them, both psychologically and professionally.

Allos mediated an agreement between the employer and employee. The employee received a generous payout and freedom to move forward with their life quickly and easily.

The employer, by their own calculations, estimated they saved $300,000 and untold stress on the rest of the organisation.

Key Takeaways

  • By actively listening to the employee's perspective and mediating an agreement, we were able to prevent a costly WorkCover claim and minimise the negative impact on the rest of the organisation.
  • By providing helping employee and employer think outside the square, we were able to help the employee find a positive solution that benefited both parties.

  • By providing effective support, we were able to help the employee move forward with their life and career.
Want to know more? Ask us

Care about your employees? 

Fed up with workplace drama? 

Concerned about compliance? 

We've got your back!


Book a Call

Real Results

See the Impact of Our Services in Action

Eight-fold Usage Increase In 6 months

Org size: 250 staff

The organisation operates in high physical-risk environments, in remote locations. They had identified that the psychological health of employees was a prime risk to physical health and safety. i.e. distraction while operating heavy machinery. 

The previous EAP had extremely low uptake, just 3% of staff per year. HR reported that the employees were too stoic and resistant to seek support. 

We spoke with a variety of staff and leaders and learned that many were skeptical of mental health and assumed it was a sign of weakness and feared the stigma of being labelled with a diagnosis

We were optimistic because we avoid clinical jargon and instead use relatable human stories. Plus, our humanistic approach doesn't focus on diagnosis. To make sure we made maximum impact, we teamed up with WHS and toured worksites and spoke about the importance of ‘keeping a clear head’ to stay safe at work. This, in addition to the face-to-face time, cut through the misapprehensions and built trust. 

The result; EAP usage over the first 6 months was 12% (annualised). Staff were pleasantly surprised by our down-to-earth approach and several of their ‘at-risk’ employees have sought support and since shown marked improvement in their mood and focus and overall presenteeism and absenteeism had dropped. 

Our monitoring also identified a pattern of bully-like behaviours at a particular site. We introduced HR to one of our subject matter experts in the field of bullying prevention and a solutions-focused program was introduced shortly after.  

 

Key Takeaways

  • By using relatable language and teaming up with the company's health and safety department, we were able to build trust with employees and increase EAP usage by 4x in just 6 months.

  • By identifying patterns of bullying at a specific worksite, we were able to provide targeted solutions to improve the workplace culture.
  • By focusing on the importance of "keeping a clear head" and avoiding clinical jargon, we were able to cut through misconceptions and provide effective support for employees.

$300,000 Claim Avoided

Org size: 750 staff

A senior employee who had worked with the organisation for 20+ years disagreed with changes to their role. 

Their frustration led to increasing levels of disengagement and conflict. The organisation reached out to Allos for assistance.

Allos contacted the employee to hear their perspective. Initially the employee wanted to “make the company pay” by pursuing a vexatious WorkCover claim, however, over a series of counselling sessions, they came to the realisation that what they really wanted was to take a less painful and more constructive route. From there, they decided that their goal was to 'leave with grace' and 'start fresh' elsewhere because would lead to the best outcome for them, both psychologically and professionally. 


Allos mediated an agreement between the employer and employee. The employee received a generous payout and freedom to move forward with their life quickly and easily.

The employer, by their own calculations, estimated they saved $300,000 and untold stress on the rest of the organisation.

Key Takeaways

  • By actively listening to the employee's perspective and mediating an agreement, we were able to prevent a costly WorkCover claim and minimise the negative impact on the rest of the organisation.
  • By providing helping employee and employer think outside the square, we were able to help the employee find a positive solution that benefited both parties.

  • By providing effective support, we were able to help the employee move forward with their life and career.

Is your EAP leaving your business exposed?

Use our Ultimate EAP Buyers Guide to ensure your organisation is fully protected and getting the best value.

Our Ultimate EAP Buyers Guide offers a comprehensive evaluation tool to assess the effectiveness of your existing EAP or any you might be considering.

Guide preview small
Guide preview small

Is your EAP leaving your business exposed?

Guide preview small

Use our Ultimate EAP Buyers Guide to ensure your organisation is fully protected and getting the best value.

Our Ultimate EAP Buyers Guide let's you assess the effectiveness of your existing EAP or any others you might be considering.

Get the Guide