Employers
Support emotional well-being at work with a non-talk, non-intrusive therapeutic approach that helps employees eliminate the cause of negative feelings and emotions affecting their work performance.
Every organisation has people carrying more than their job description suggests. Unresolved emotional strain affects focus, relationships, judgment, and resilience at work. MEM offers a simple, results-focused way for employees to address unwanted feelings and reactions while keeping their privacy intact.
WHAT DATA SAYS
Mental health is now a major driver of service pressure and workforce risk inside public institutions.
%
15% of working‑age adults worldwide live with a mental disorder at any given time. That is roughly one in six people in the workforce carrying a diagnosable condition.
%
30-50% of new disability benefit claims in OECD countries are due to mental health conditions such as depression and anxiety. Mental ill‑health is now one of the leading reasons people leave work on long‑term health grounds.
%
44-52% of employees in recent large surveys report feeling burned out in the past year because of their job. In several 2024 studies, around half the workforce described themselves as burnt out or emotionally drained by work.
WHY CONSIDER MEM
Across many organisations, there is genuine care for people and a real wish to create workplaces where staff can contribute, grow, and stay well. Yet there is often a gap: people who need emotional support but do not want to keep retelling what happened. MEM is designed for that gap.
Our work is based on a simple observation: feelings control lives. They shape decisions, actions, thoughts, words, and attitudes. MEM focuses directly on the negative feelings and identities created in moments of upset and gives people a way to dissolve them, so they can return to their natural, positive state.
For employers, this means a practical option for staff whose emotional challenges are affecting performance and relationships, yet who are reluctant to engage with traditional talk therapies. MEM can sit alongside your existing supports as a distinct option for those employees.
FEATURES
Limited or no disclosure
A unique attribute of MEM is that clients are not required to divulge anything about their lives or re‑live painful experiences. The procedure can be carried out entirely through simple, unvoiced mental exercises guided by the MEM Practitioner.
This means employees can work on deeply personal emotional material without having to share their story at work or with a practitioner, which lowers a major barrier to seeking support.
Non-intrusive, non-talk
MEM is not a counselling session where a person has to go over painful aspects of their life. Causism has found that talking about life problems can have no therapeutic effect and can sometimes make a person feel worse. MEM has found a way around this painful aspect by using a structured, non‑talk process.
Sessions are non‑confrontational and empowering, allowing people to address upsets without feeling exposed, judged, or analysed.
Flexible access
MEM sessions can be facilitated online or face‑to‑face, and clients can participate from a comfortable setting of their choice. This gives employers flexibility in how support is offered across locations and working arrangements.
Complements what you already provide
MEM is not positioned as a replacement for your existing wellness, EAP, or mental health programs. It can be integrated as an additional pathway for employees who prefer a non‑talk, privacy‑respecting approach.
BENEFITS
For directors and leaders
Directors and senior leaders are responsible for performance, culture, and risk. MEM gives you a structured way to address the “invisible load” that contributes to stress, conflict, and burnout, without building an entirely new internal program. It offers a clear, simple pathway for employees who might otherwise stay silent.
For HR and people teams
HR and people leaders need support options that are compassionate, practical, and easy to explain. MEM can be described in simple terms: short, guided sessions that do not require detailed histories, self‑disclosure, or advice‑giving. This makes it easier to include as a defined option within your existing support menu.
For managers
Managers want team members who can think clearly, handle pressure, and recover quickly from setbacks. Client feedback about MEM includes calmer responses, reduced anger, better sleep, improved confidence, and more stable day‑to‑day functioning. All of which translates into healthier teams and more sustainable performance.
For employees
Employees need support that feels safe, practical, and respectful of their privacy. MEM offers a way to address stress, anxiety, overwhelm, and unhelpful reactions without having to repeatedly talk through painful experiences or disclose personal details at work.
Because the process focuses directly on unwanted feelings and identities rather than on long discussions about problems, people often report feeling calmer, clearer, more themselves, and more in control of their lives after only a small number of sessions. This can make support feel more accessible to those who have avoided traditional, talk‑heavy options.
MEM INTEGRATION OPTIONS
Individual Employee Sessions
Offer MEM as a one‑to‑one support option for employees through an agreed referral or self‑referral mechanism. This is best suited for employers wanting to add MEM quietly as an extra support option without a large initial rollout.
SEE THE PROCESS
Step 1:
Have an initial conversation with a Causism Trainer to discuss your organisation, workforce profile, and goals.
Step 2:
Agree on a referral mechanism (for example, manager referral, HR referral, or self‑referral within defined criteria).
Step 3:
Inform eligible employees about MEM, its privacy‑respecting format, and how to access sessions. You can also invite members of The Causism Institute to present in a town hall meeting, for example.
Step 4:
Employees book sessions directly with a MEM Practitioner, online or face‑to‑face.
Step 5:
Review uptake and feedback with The Causism Institute and decide whether to continue, adjust, or expand.
WORKPLACE WELLNESS PARTNER
Engage The Causism Institute as a third‑party emotional well‑being partner so MEM becomes a defined part of your ongoing wellness offering. This is best suited for organisations seeking a structured, longer‑term partnership.
SEE THE PROCESS
Step 1:
Arrange an introductory meeting with HR and relevant leaders.
Step 2:
We present MEM, discuss cases, and discuss delivery options tailored to your context.
Step 3:
Together, we define scope, boundaries, and how MEM aligns with your current supports and policies.
Step 4:
We prepare a proposal covering structure, referral options, confidentiality, and pricing.
Step 5:
You approve and sign a service agreement or provider contract.
Step 6:
MEM is launched as part of your employee well‑being framework, with agreed review points.
TARGETED PILOT PROGRAM
Run a defined pilot with a specific group before deciding on broader rollout. This is best suited for employers who want to assess effectiveness and fit before committing to broader integration.
SEE THE PROCESS
Step 1:
Identify a pilot group (for example, leaders, a high‑pressure team, or HR‑referred employees).
Step 2:
Meet with a Causism Trainer to set objectives, success indicators, and pilot duration.
Step 3:
Brief the pilot group on MEM, what to expect, and how to access sessions.
Step 4:
Deliver sessions over the agreed pilot period.
Step 5:
Review outcomes and organisational fit, then decide whether to expand, formalise, or conclude the pilot.
Workplace Voices
Many people who have experienced MEM work in roles where emotional strain directly affects their job, their family, or both. Here are some of them.
FREE RESOURCES
Download these free resources from our library.
Start the Conversation
If you are responsible for people and well‑being, you sit close to the human stories behind your organisation’s numbers. MEM gives you a practical, privacy‑focused way to support employees who are carrying more than their role reveals.
Speak with a Causism Trainer about how MEM can complement your existing employee support. A short conversation is often the simplest way to see whether a referral pathway, pilot, or wellness partnership is the right next step for your organisation.