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Calls for statutory regulation of therapists raise questions for workplace mental health support

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Calls for statutory regulation of counsellors and psychotherapists have raised questions about professional standards, patient safety and the quality of mental health services available to employees through workplace wellbeing programmes.

A new report from the Commission for the Future of Counselling and Psychotherapy, published on 2 November, recommends introducing statutory regulation across the UK to strengthen public protection, improve professional accountability and establish more consistent standards across the sector.

The proposals could have implications for employers increasingly investing in counselling, employee assistance programmes (EAPs) and digital mental health services as part of their workforce wellbeing strategies.

Unlike professions such as clinical psychology, counselling and psychotherapy are not currently subject to comprehensive statutory regulation in the UK. Practitioners can join professional registers and accreditation schemes, but membership is not universally compulsory.

The commission argues that a more consistent regulatory framework could strengthen public confidence and help ensure people accessing psychological support receive appropriate care.

Its report also identifies an estimated 370,000 hours of additional therapy capacity that could potentially be made available each week, highlighting opportunities to improve access to psychological support.

However, increasing the availability of therapy is only one part of the challenge. For employers commissioning mental health services, questions around practitioner qualifications, clinical governance, safeguarding and the effectiveness of interventions are becoming increasingly important.

Workplace mental health provision has expanded significantly in recent years, with organisations offering everything from telephone counselling and virtual therapy to digital platforms, coaching and AI-enabled support.

While these services can improve access to help, the range of providers and delivery models can make it difficult for HR and wellbeing leaders to assess quality consistently.

The proposed regulatory changes could therefore influence how organisations select mental health providers, evaluate professional credentials and establish appropriate standards for employee support.

The commission’s recommendations also come as artificial intelligence becomes a more prominent feature of the mental health market.

AI-powered tools are increasingly being developed to provide emotional support, wellbeing guidance and conversational assistance, raising questions about their limitations, clinical oversight and the distinction between general wellbeing support and psychological treatment.

For employers, understanding those differences is essential, particularly where services are promoted as alternatives or complements to professional counselling.

The report also contributes to a wider discussion about whether workplace mental health strategies place sufficient emphasis on the quality and appropriateness of support, rather than simply the number of services available.

Access to counselling remains important, but it cannot replace employers’ responsibility to identify and manage work-related psychological risks, including excessive workloads, poor management practices and harmful working environments.

From a human sustainability perspective, effective mental health provision requires both access to appropriate professional support and working conditions that protect employees’ psychological wellbeing.

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