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Help Your Employees Release Chronic Fatigue 

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We also help Individuals, click here to find out more

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Our Passion is Supporting Recovery from Chronic Fatigue

Any surplus income is used to offer subsidised 1 to 1 support to people on low incomes with Chronic Exhaustive Conditions:  so that they can regain their energy and return to living a full life.

Stressed staff with chronic fatigue syndrome

We provide benefit to

  • People with Chronic Exhaustive Conditions such as Chronic Fatigue Syndrome, Myalgic Encephalomyelitis (M.E), Fibromyalgia, and Post Viral Fatigue (e.g., Long COVID). 

  • Organisations, businesses, and public service providers wishing to support employees with Chronic Exhaustive Conditions.

  • Clinicians and healthcare providers supporting patients with Chronic Exhaustive Conditions. 

  • Carers / supporters of people experiencing Chronic Exhaustive Conditions.   

Holding out a hand and heart to those that suffer myalgic encephalomyelitis

We are a not-for-profit organisation CLG (Company Limited by Guarantee)

We are a group of Specialist Practitioners in Recovery who are dedicated to supporting people experiencing Chronic Exhaustive Conditions to get their lives back on track. 

Support Packages

We offer exceptional packages of support that are all delivered by our appropriately qualified and experienced Specialist Practitioners.

See a Work place Journey

Director, Richard

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  • Richard is Director where Sue works.

  • Sue's line manager reports to Richard.

  • Richard heard in the last board meeting that Sue is off for three-months. This falls within his departmental remit and he expects his line reports and HR to find a solution to Sue's absence.

Male Portrait

At work

  • Senior position and sits on the board

  • Pushed for time and very busy

  • Expects his teams to provide him with solutions, not problems.

  • Signs off business cases that are presented to him if they fit with the company values and business objectives.

    • In Sue's scenario, his team and HR may create a business case to support Sue, they may consider the costs of hiring a replacement and they could be having dark thoughts about restructuring Sue out of the business.

  • Lots of responsibility on his shoulders

  • Large staff team with department heads reporting to him directly

  • Budget holder and final decision maker

  • Conscious of staff wellbeing responsibilities, legal obligations and the optics of demonstrating that the company 'does good'.

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Richard's desired outcomes

  • Wants solutions, not problems

  • Doesn't need details, just wants things fixing

  • The money the business is losing due to Sue's absence and the impact of Sue's absence from the wider team is on Richard's radar as the impact is now evident in business performance.

HR Manager, Dave

Dave often finds himself torn between his loyalties to the company and his commitment to staff wellbeing. Dave must ensure that everything is 'above board' both legally and ethically. He works closely with Sue's line manager to assess the situation and create a business case to present to Director, Richard.

Senior Male Doctor

At work

  • Dave is CIPD qualified and is a CIPD member, regularly reading their updates and attendin thier events.

  • Dave collects his CPD each year to make sure he's up to speed with the latest industry updates.

  • He has good links with other HR professionals and occupational health.

  • He does turn to Google for solutions.

  • Legal requirements are a priority, as is business continuity.

  • Responsible for analysing the costs and impact of the support they provide.

  • He chairs discussions about getting Sue back to work, replacing Sue, restructuring the team etc.

  • Trying to balance his priorities between the business and the employee, he sometimes feel like 'Piggy in the middle'. Poor Dave :-(

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Dave's desired outcomes

  • All solutions must adhere to the rules

  • Equalities Act, unfair dismissal, discrimination, employment rights, health and safety, Disability Discrimination Act etc.

  • Wants the best for the employee AND the business (within the rules).

  • Supporting Sue back to work MAY save Dave time/effort/budget. It also 'looks' to be a good solution.

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