Fighting Chance Case Study
Supporting frontline community workers requires comprehensive mental health resources. See how Fighting Chance delivered exceptional engagement rates through Foremind's EAP and Critical Incident Response.
Foremind helped Fighting Chance create a comprehensive support system for their frontline community workers by implementing supportive mental health solutions that achieved exceptional engagement rates.
Fighting Chance, a non-profit disability service provider, recognised that their support workers can face unique challenges whilst caring for vulnerable community members.
Acknowledging that a healthy, supported workforce drives better results, Fighting Chance's leadership made a strategic decision to invest in comprehensive mental health support. They wanted to ensure their team had immediate access to professional support when they needed it.
A partnership built for impact
Fighting Chance partnered with Foremind to implement a robust Employee Assistance Program (EAP) featuring professional counselling services and Critical Incident Response support. The focus was immediately accessible mental health resources that can help support workers through ongoing workplace stresses and acute situations.Foremind's platform is configured to provide seamless access to qualified counsellors, who understand the unique pressures facing community service workers. The Critical Incident support ensures that if a difficult situation were to arise, support is immediately available.
Exceptional engagement and results
Fighting Chance has seen strong engagement with the mental health services available to employees through the EAP. This high adoption rate reflects both the quality of Foremind's services and Fighting Chance's successful culture of prioritising employee wellbeing.
“The counselling service has been amazing, and our employees have felt supported in their sessions," - Natasha Tufenkjian, Senior People & Culture Business Partner at Fighting Chance.
Foremind’s user-friendly design and professional service quality have resulted in consistently high usage rates across the organisation. When organisations actively promote and encourage the use of an EAP service, we see much more effective usage.
Leading by example in community services
Fighting Chance's proactive approach to employee mental health positions them as a forward-thinking leader in the community services sector. By investing in comprehensive wellbeing support before challenges escalate, they've created a workplace culture where seeking mental health support is normalised and encouraged. This investment in employee wellbeing not only supports their current workforce but strengthens their ability to attract and retain staff who value working for an organisation that genuinely cares about their mental health and professional sustainability.
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Answers to the frequently asked questions.
Email us at enquiries@foremind.com.au and we'll get back to you quickly with a response
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.
Yes. Psychosocial risk obligations apply regardless of organisation or business size, and Foremind is built to make compliance simple without enterprise-level complexity.
Not counselling — making sure people are safe, communicating honestly, connecting staff to support, and monitoring the team over following weeks. Managers are affected too, and are often overlooked in the response.
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.