Workplace Peer Support Programs

Workplace Peer Support Training & Program Implementation

Because everyone needs a go-to human sometimes

We help organisations in Brisbane and throughout Australia design, implement and sustain workplace peer support programs by training employees to support their colleagues safely and effectively.

A workplace peer support program is all about giving your team a trusted network of trained employees, often called Peer Supporters or Peer Support Officers, who are the go to people when someone is having a rough time. They are not counsellors, but they are good listeners, and sometimes that is exactly what is needed.

It is no surprise that most of us would rather chat to a workmate than march straight into HR or book a psychologist. Peer support programs get that, and they make space for those conversations to happen safely and early.

Here’s what a good workplace peer support program can do for your workplace:
Spot issues early, whether it is work stress or personal stuff, so people can take action before things snowball.

  • Bust stigma around mental health and make asking for help feel like a normal, human thing to do.
  • Boost connection across teams, helping people feel included, heard and part of something.
  • Build resilience and encourage practical problem solving, because life is messy and work does not happen in a vacuum.

It is not a silver bullet, but it is a pretty good start. Workplace peer support programs can be a key part of your mental health strategy and help you step in early to reduce the risk of psychosocial hazards turning into illness and injury.

So scroll down to find out more about what it is all about. Or get in touch to have a chat.

What is a Workplace Peer Support Program?

A workplace peer support program is an internal support network made up of trained employees who provide early, informal support to colleagues. It is designed to:

  • Encourage early conversations about stress and mental health
  • Provide a safe, non clinical first point of contact
  • Complement existing supports such as EAPs
  • Strengthen connection and psychological safety across teams
  • Help employees access the right support before concerns escalate

Sounds simple, right? And it can be. Once it is set up right.

Because here’s the catch…

A workplace peer support program is only as strong as the governance structure behind it. Without clear boundaries, role clarity, referral pathways and ongoing support, even the most well intentioned program can become confusing, inconsistent or risky.

And nobody wants to accidentally create a support program that needs its own support program.

That is why workplace peer support needs more than good intentions. It needs structure, training, supervision and a clear understanding of what Peer Support Officers can and cannot do.

But never fear. Head Strong Workplaces has got your back.

Our Workplace Peer Support Services

We do not just talk about peer support. We help you build it.

Our workplace peer support services include:

  • Peer Support Officer training for employees
  • Peer support program design and implementation support
  • Governance frameworks and role clarity
  • Peer Support Officer selection support
  • Referral pathways and escalation guidance
  • Ongoing training, supervision and refreshers
  • Program review and continuous improvement

Whether you are starting from scratch or strengthening an existing peer support program, we will meet you where you are.

And we bring our Four Pillars of Peer Program Governance™ framework with us, a simple, practical model that helps ensure your program is safe, sustainable and genuinely helpful.

Click here to download our

Peer Support Program Governance Scorecard & 90 Day Planner!

Head Strong’s 4 Pillars of Workplace Peer Support Program Governance

 

These pillars form the backbone of every effective, real‑world peer program. No unnecessary blah blah. No over‑complication. Just the essentials that keep the program upright.

Pillar #1 – Clarity & Coordination

A clear mandate, clear boundaries – and a clearly named owner.

Your program needs:

  • A simple, accessible charter or Policy Statement that explains what peer support is and isn’t
  • Boundaries and confidentiality limits that protect both PSOs and staff
  • A program coordinator (with actual time!) to support the PSOs and keep things running
  • Clear alignment to your broader wellbeing and psychosocial risk approach

When people know the rules, expectations and purpose, they participate confidently – and the program stays safe.

 

Pillar #2 – Capability & Confidence

Right people, right skills, right from the start.

A strong program selects the right people and sets them up for success. That includes:

  • A structured selection process (not just “who wants it?”)
  • Training in listening skills, boundaries, referral pathways, and mental health first aid
  • Competency checks before PSOs begin the role
  • Refresher training to keep skills sharp

Because passion matters – but passion with skill is what makes PSOs truly effective.

 

Pillar #3 – Safety & Supervision

Support for the supporters — with clinical backup when it counts.

Peer supporters carry emotional load. Good governance protects them through:

  • Regular supervision (‘supervision’ is kind of like coaching – group or individual)
  • Access to clinical advice when situations get complex
  • Escalation pathways so PSOs know when and how to refer
  • Workload limits and wellbeing protections

If you don’t look after the people who look after the people… nobody gets looked after.

 

 

Pillar #4 – Evaluation & Evolution

Measure, learn, improve – repeat.

Long‑lasting programs don’t stagnate. They stay visible and they improve over time through:

  • Ethical, low‑burden data collection (nothing identifying)
  • An annual review
  • Periodic external evaluation
  • Ongoing communications and visibility
  • Integration into induction, wellbeing and leadership practices

This is where good programs become great – and stay that way.

 

 

Head Strong delivers best practice in Workplace Peer Support Programs

So, we reckon by now you are getting the vibe that a successful Peer Support Program requires more than just delivering Mental Health First Aid training. Best practice guidelines [1] suggest that you should ensure your PSOs:

    • Undergo an application and selection process prior to commencing in the peer support role.
    • Be trained in the basic skills of the role (listening skills, psychological first aid, information about support services and referral options) before commencing as a PSO.
    • Participate in ongoing training, coaching, review and accreditation.
    • Be able to easily access support and advice from a mental health professional to assist them in their role and to support their self-care.

In other words, they need governance.

At Head Strong, we have the expertise and experience to set your Peer Support Program up so that it succeeds.

Our approach involves:

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PHASE 1: Program Planning & Initiation

  • Initial advice and planning.
  • Policies and procedures that you can customise to fit your work context.
  • Fact sheets and templates to invite expressions of interest for the PSO role.
  • Support with the selection process.

PHASE 2: Foundation Training

  • Selected employees complete a 2-day Mental Health First Aid OR Peer Support Foundation Training program to develop their skills in active listening and their knowledge of referral and support options.
  • The training is delivered by skilled mental health professionals with significant experience working with individuals and workplaces in relation to mental health.

PHASE 3: Program Launch

  • Assistance to launch the Peer Support Program and promote your network of PSOs.
  • Assistance with promotional templates and information for the workplace to explain the role of PSOs.

PHASE 4: Ongoing Training & Support

  • Ongoing short training sessions (can be in-person or online) for your PSOs to maintain their skills and engagement.
  • Ongoing support can also be made available to address any challenges that may arise.

[1] Development of guidelines on peer support using the Delphi Method, Phoenix Australia, 2011

We need this! Let’s talk!

Free resource! Download our Peer Support Program Governance Scorecard & 90 Day Planner

Want to see how your current (or future) peer support programs stacks up?

Download our free scorecard and get a clear, practical picture of:

  • what’s strong
  • what’s missing
  • and where to focus next

Download the toolkit by filling in your details below, and it will be in your inbox faster than…a really fast thing.

 

About the Peer Support Officer role

PSOs (sometimes referred to as ‘Mental Health First Aiders’) are selected from your workforce and receive peer support training to provide a confidential listening ear for employees, but they are not counsellors.

They provide initial support and, where appropriate, information about how an employee can access further support and assistance.

The PSO role is voluntary and, in most workplaces, does not attract additional pay.

2 young men talking, workplace peer support

What Peer Support Officers can do

    • Identify and engage one-on-one with employees who may be experiencing mental health concerns.
    • Provide confidential support and information about how an employee can access further assistance and empower the person to take action that is right for them.
    • Provide support to employees who have been involved in critical incidents (in conjunction with management and/or your Employee Assistance Program.
    • Promote positive mental health in the workplace (e.g. promoting wellbeing initiatives and sharing information about mental health resources).

What Peer Support Officers can’t do

    • PSOs are not counsellors and are not responsible for ‘fixing’ issues.

Workplace Peer Support Program FAQs

What is a peer support program?

A peer support program is a structured workplace support network where trained employees provide early, informal support to colleagues. Peer supporters are not counsellors, but they can listen, provide initial support and help people access the right services or referral pathways.

What is peer support training?

Peer support training helps selected employees understand the role of a Peer Support Officer, including listening skills, boundaries, confidentiality, referral pathways and how to respond safely when someone is struggling. Good training should also be supported by governance, supervision and ongoing development.

What do Peer Support Officers do?

Peer Support Officers provide a confidential listening ear, offer practical support and help employees connect with appropriate services. They may also promote mental health awareness and support early help seeking. They do not provide counselling or take responsibility for fixing workplace issues.

Why do workplaces need peer support programs?

Workplaces use peer support programs to create safer, earlier and more approachable support options for employees. A peer support program can help reduce stigma, strengthen connection, support workplace mental health and give employees a clear first point of contact when they need help.

How do you set up a workplace peer support program?

Setting up a workplace peer support program usually involves planning, governance, role design, selection, peer support training, launch communications and ongoing supervision. The program should also include referral pathways, review processes and clear boundaries for Peer Support Officers.

Can peer support help manage psychosocial risk?

Yes, peer support can form part of a broader psychosocial risk management strategy by creating early support pathways and helping employees seek assistance before concerns escalate. It should not replace proper risk management, leadership capability or workplace systems, but it can play a useful supporting role.

Is workplace mental health doing your head in?

 

Time to get head strong!

 

If your workplace needs peer support training, program implementation or help making the whole thing safe and sustainable, we can help.

LET'S TALK