Our commitment
Nexus Group treats wellbeing as part of health and safety, not separate from it. Under the Work Health & Safety Policy we manage risks to psychological health the same way we manage risks to physical health — by noticing them early and doing something about them.
You will not be disadvantaged for raising a wellbeing concern. Asking for support is a normal part of working here.
What this policy covers
Wellbeing is how you are travelling at work — physically, mentally and in how you cope with the demands of your role. It is affected by things at work and things outside work, and by good things as well as difficult ones. See What affects your wellbeing at work for the common factors.
Responsibilities
Nexus Group will provide a safe system of work, keep workloads reasonable, consult workers on changes that affect them, and make support available and easy to find.
Managers and supervisors must check in with their people regularly, respond to a wellbeing concern promptly and confidentially, adjust work where it is reasonable to do so, and point people to support. A supervisor is not a counsellor and is not expected to be — their job is to listen, act on what they can control, and connect you with the right help.
All workers must take reasonable care of their own health, speak up early when something is affecting them rather than absorbing it, and look out for colleagues in line with the Duty of Care policy.
Talking to your supervisor
Your supervisor is the first place to go with anything affecting your wellbeing at work — workload, hours, your workstation, interruptions, or something outside work that is affecting how you are coping.
You do not need a formal reason or a diagnosis to ask for a conversation. Ask for fifteen minutes, say roughly what it is about so they can make time properly, and pick a private space. The guide Talking to your supervisor about wellbeing walks through how to plan it, including what to do if the response is not what you hoped for.
If the conversation is not one you can have with your supervisor, contact People & Culture on ext. 4100 or use the Grievance Resolution process.
Employee Assistance Program (EAP)
The EAP is our formal wellbeing support. It is a professional counselling service provided by an external company, Converge Wellbeing, not by Nexus.
Key features:
| Feature | What it means |
|---|---|
| Free | Nexus pays. There is no cost to you and it is not deducted from pay or leave. |
| Confidential | Sessions are private. Nexus is never told who called, why, or what was said. We only receive de-identified totals — how many people used it, not who. |
| Voluntary and self-referred | You book it yourself. You do not need your supervisor’s permission or approval, and you do not have to tell anyone you are going. |
| Short-term and solution-focused | Up to six sessions per person per year, aimed at working through a specific issue. For longer-term support the counsellor helps you find an ongoing option. |
| Any issue, not just work | Stress, workload, anxiety, sleep, grief, relationships, money worries, alcohol and other drugs, family matters. It does not have to be caused by work. |
| Available to immediate family | Your partner and dependants can use it too, under the same six sessions. |
| Available 24/7 | The phone line answers any time. Appointments are usually offered within two business days. |
| Your choice of format | Phone, video, or face-to-face at a Converge office. |
| Manager referral available | A supervisor can suggest the EAP, but cannot make you attend and is not told whether you did. |
How to access it: call 1300 687 327 any time, or book at convergewellbeing.example.com using the employer code NEXUSGRP. You do not go through Nexus to book. If you would rather ask someone first, Chloe Nguyen (People & Culture Coordinator, ext. 4412) can explain how it works without needing to know why you are asking.
You may attend a session during work hours. Tell your supervisor you have an appointment — you do not have to say what it is for.
Other support available
Formal supports are organised and funded by Nexus and have a defined process. Informal supports are the everyday things that help — no forms, no approval.
| Support | Type | What it helps with | How to access |
|---|---|---|---|
| Employee Assistance Program | Formal | Counselling for any personal or work issue | 1300 687 327, code NEXUSGRP |
| Flexible work arrangements | Formal | Start and finish times, working from home, adjusting hours | Discuss with your supervisor — Flexible Work policy |
| Leave (annual, personal, carer’s) | Formal | Rest, illness, caring responsibilities | Leave application — Leave policy |
| Workstation assessment | Formal | Back, neck and eye strain from your desk setup | Request through your supervisor or WHS — Workstation Ergonomics |
| Grievance resolution | Formal | Conduct, bullying, unfair treatment | Grievance Resolution policy |
| People & Culture | Formal | Pay, leave, conduct and wellbeing questions | people@nexusgroup.example.com, ext. 4100 |
| Your supervisor | Informal | Workload, priorities, what can be adjusted | Ask for a one-to-one |
| Your team | Informal | Sharing work, covering a task, a second pair of hands | Ask — see Working together |
| Lunchtime walking group | Informal | Getting off the floor, movement, connection | Tuesdays and Thursdays 12:30, meet at the Level 14 lifts — no need to book |
| Mental health first aiders | Informal | A trained colleague to talk to in confidence | Listed on First aid & safety contacts — call or message them directly |
Both kinds matter. A walk with a colleague will not fix an unmanageable workload, and a counsellor cannot change your deadline — most people need some of each.
Privacy
Anything you tell your supervisor or People & Culture about your wellbeing is handled under the Privacy Policy. It is shared only with people who need to know in order to act on it, and only with your knowledge — unless there is a serious and immediate risk to someone’s safety.
If someone is at immediate risk
If you are worried about someone’s immediate safety, do not manage it alone. Call 000. Then tell your supervisor or a member of the People & Culture team. Lifeline is available on 13 11 14 at any hour.