What's this project all about?
This activity is part of Healthy Working Life, a joint programme of the West Yorkshire Combined Authority and NHS West Yorkshire Integrated Care Board.
Invictus Wellbeing is on a mission to improve children and young people’s mental and emotional health by ensuring everyone can access the right support at the right time.
Through the Employee Empowerment Programme, funded by the Healthy Working Life Programme, Invictus Wellbeing works in partnership with C&K Careers and the Calderdale Cares Partnership to support young adults at risk of losing their jobs due to mental health challenges and long-term health conditions.
The programme offers person-centred, trauma-informed mental health and wellbeing support for 16-30-year-olds who are:
- currently employed
- at risk, or at rising risk, of losing employment due to mental health-related absence
- motivated to access free counselling and 1:1 support
Referrals are accepted from GPs, professionals and employers, ensuring timely, effective and accessible intervention.
This case study focuses on Beatrice (not real name to protect identity), a young professional whose health was directly impacting her ability to remain in work.
When poor mental health threatens employment
Beatrice accessed the service in December 2025 after taking time off work with a fit note from her GP. She had secured a place on a graduate scheme as a buyer for a supermarket chain - a career goal she had worked hard to achieve. However, the reality of the role did not meet her expectations and she began experiencing symptoms of burnout. Over time, she started to dread going to work altogether.
When she first attended, Beatrice was visibly tearful and described feeling “stuck”. She spoke openly about feeling like a “let-down” to herself and others. These feelings extended beyond work, placing strain on family relationships and her romantic partner. She withdrew socially, stopped engaging in activities she once enjoyed and began isolating herself. It became clear that her mental health was deteriorating and her employment was at serious risk.
Reflecting and rebuilding
Beatrice wanted practical strategies to manage her emotions and shift the negative perspective she had developed. She also wanted the space to talk openly and process what had happened.
The first session with her practitioner, Georgina, focused on understanding what had brought her to this point and identifying clear goals for support. In session two, Georgina introduced an emotions dice tool to encourage reflection and build positive self-regard.
“Beatrice had lost confidence in herself,” Georgina explains. “Using reflective tools helped her reconnect with her strengths and recognise that burnout is not failure. It is often a signal that support or change is needed.”
During this session, Beatrice shared that she was in discussions about a potential new role with a different employer. For the first time, she expressed hope. She was noticeably less tearful and more forward-looking.
A turning point
Following the Christmas break, Georgina checked in with Beatrice who shared she had been offered the new job and had accepted.
“When we spoke after Christmas, Beatrice sounded calm and content,” says Georgina. “There was a real sense of relief. She could see a future again - and that hope is a powerful health outcome in itself.”
As Beatrice prepared to start her new role, practical adjustments were made to maintain continuity of care. Due to changes in her working hours, sessions moved from face-to-face to virtual appointments to ensure the support remained accessible.
Focusing on stress management
Session three, delivered via video call, focused on stress management and managing overthinking which had been key risk factors in her previous role. Beatrice identified scenarios that triggered stress. Together, she and Georgina explored alternative coping strategies and practical techniques to reduce dwelling on things and manage workplace pressures more effectively.
“We looked at how she could respond differently to stressful situations, rather than internalising them,” Georgina says. “The goal is not just staying in work - it’s staying well in work.”
Beatrice reported feeling more settled and positive in her new role. While she is performing well and enjoying the job, she has chosen to continue accessing support to strengthen her emotional resilience and maintain her progress. Support remains ongoing.
Work as a health outcome
Without timely intervention, Beatrice may have exited employment altogether. Instead, through targeted mental health support, she has:
- rebuilt her confidence
- improved the way she manages emotions
- secured new employment
- re-engaged socially and personally
- reduced her risk of long-term sickness absence
Her story demonstrates that when young adults are given the right support at the right time, both health and work outcomes improve. The Employee Empowerment Programme continues to support young people to stay in work, thrive in work and protect their mental wellbeing for the long term.
You can also view the employee empowerment programme supports young people to stay well and stay in work case study as a PDF file. See the Healthy Working Life website pages for more information about the programme.