All NHS Greater Glasgow and Clyde employees can self-refer to the Occupational Health Service to access a wide range of support services. For further information on what’s available, please select from the options below.
Self Referral
All employees can self-refer to Occupational Health for confidential advice & support with one of the nursing team. Appointments are available by telephone only currently. All appointments are confidential.
Please call 0141 201 0600 to make an appointment or alternatively you may find the information you are looking for on HR Connect.
Counselling
Counselling services are available to all NHS Greater Glasgow and Clyde employees within the Occupational Health Department at the West Glasgow ACH. All appointments are confidential.
Please contact 0141 277 7623 to arrange an appointment with one of the counselling team.
Where possible we ask you to consider making use of on-line resources or accessing alternative community supports. Links to a range of resources are available below. If you are experiencing a crisis please contact your GP or out of hours services
The Occupational Health Psychological Therapies Service (OHPTS)
This service is available to staff who wish to access psychological support. The service provides:
Psychological first aid
30 minute telephone or ‘Attend Anywhere’ video sessions
Sessions are delivered by a member of the Occupational Health Psychological Therapies Service (OHPTS)
To access call 0141 277 7623, Monday to Friday, 8.00am – 5.00pm
Please note this service will not be able to provide an immediate response. If you need immediate support with your mental health please contact a trusted member of your community such as your GP, or NHS 24 on 111 or if you are in imminent danger please dial 999.
Mental Health and Wellbeing is just as important as physical health and many factors and life events can have an impact on how we feel. This hub provides links to further information and services available that can help you to improve your mental health and wellbeing.
If you are feeling very distressed, require emotional support or are suicidal then there are organisations who can help.
To speak in confidence to one of the Mental Health Occupational Health team or to arrange a counselling appointment, please phone 0141 277 7623. This line also operates an answer machine service if required.
Occupational Health (OH) provides independent, expert advice to support employee health, safety, and wellbeing in the workplace. Referrals help managers address health concerns that may impact an employee’s ability to work, including fitness to remain or return to work, recommendations for reasonable adjustments, and consideration of legislative requirements such as the Equality Act 2010.
Who this guidance is for
This guidance is for managers who are considering, discussing, or submitting a referral to Occupational Health. It outlines when a management referral may be appropriate, when a management referral may not be appropriate, how to submit a referral using OPAS G2, and the information managers should provide when submitting a referral to the Occupational Health Service.
Before you submit a referral
Before submitting a referral, managers should discuss the concerns with the employee, consider whether the issue can be managed locally, review reasonable adjustments where relevant, and check the referral criteria and pre-referral checklist. If you are unsure whether a referral is appropriate, please contact Occupational Health to discuss the case before submitting.
How to access OPAS G2
The system used to submit a management referral is OPAS G2. You can log into the system OPAS G2, or by opening Microsoft Edge and selecting NHSGGC Favourites, then Admin, then OPAS G2 Occupational Health System.
OPAS G2 is designed to simplify the referral process and enables managers to view reports and track the progress of referrals through the manager’s dashboard. A simple guide to using the OPAS G2 system is also available.
If you have not received a login, please contact our administration team via email.
When to refer to Occupational Health (Criteria for Referral)
Important: Occupational Health is not an emergency or treatment service. Where there are immediate risks to safety, for example suicidal ideation, acute distress at work, or substance misuse, managers must follow local emergency, safeguarding, HR, or health and safety procedures before considering an Occupational Health referral.
Situations where a management referral may be appropriate:
Urgent referrals for cases such as terminal illness or other serious illness.
Long-term absence: when the employee has been absent for 29 days or more and advice is needed on likely return, rehabilitation, or adjustments. Not all absences of 29 days or longer require an automatic referral. Managers should consider whether Occupational Health input is necessary, for example where there is a clear recovery period or return-to-work timescale and no additional advice is required.
Frequent short-term absence: where there are patterns of absence or an underlying health condition is adversely affecting work or health. Not all short-term absence cases require referral. Please see the section When a management referral may not be appropriate
Patterns of work-related absence that are directly attributable to the workplace.
Consideration of ill-health retirement or redeployment: this should be discussed with HR and the employee before referral. Ill-health retirement applies only if the employee has been in the pension scheme for at least two years, is permanently unable to work, and all reasonable adjustments have been considered. Occupational Health cannot advise on health-related termination but can provide guidance on long-term fitness for work to support management and HR decision-making in line with the attendance management policy.
Significant underlying health issues affecting workplace performance or attendance.
Mental health problems, such as severe anxiety, depression, or similar concerns affecting work.
Significant psychological distress linked to traumatic events in the workplace or formal workforce processes, such as witnessing a traumatic incident at work, experiencing harassment, or being involved in an investigatory process, where there are concerns about the impact on health, wellbeing, attendance, or work performance.
Changes in workplace behaviour: such as altered appearance, inconsistent attendance, or concerns about possible alcohol or substance misuse. This should first be addressed by the manager through discussion with the employee. If the employee is unable to provide a reasonable explanation, referral to Occupational Health may be appropriate.
Neurodivergent conditions, including dyslexia, ADHD, and autism. Reasonable adjustments may include changes to the working environment, flexible working arrangements, and tailored support strategies. These can often be agreed jointly with the individual and line manager at a local level. Support is available through Access to Work. Further guidance is available via Supporting and Working with our Neurodivergent Colleagues – NHSGGC diverse workspace. Complex cases may require Occupational Health support.
Menopause and women’s health: reasonable adjustments can be agreed jointly at a local level in line with the Menopause and Menstrual Health Policy | NHS Scotland. Additional supporting information and guidance for managers is available via Women’s Health – NHSGGC and The Menopause – National Wellbeing Hub. If significant concerns remain following the implementation of adjustments, a referral to Occupational Health can be submitted for further advice.
Work-related stress where local measures to reduce or resolve the stressors have already been explored and the stress is affecting health or exacerbating a pre-existing condition. Please see When a management referral may not be appropriate for more information.
Musculoskeletal conditions where the employee is absent, or at risk of absence, due to a work-related musculoskeletal problem, or where the employee has sustained a musculoskeletal injury following an accident or injury at work. Please see When a management referral may not be appropriate for details of the self-referral process to physiotherapy.
Formal workforce policy support where the employee is at Stage 3 of the Attendance Policy or requires support through formal NHS Scotland Workforce Policies.
Reasonable adjustments
Managers are responsible for considering and exploring reasonable adjustments with the employee in line with the Equality Act 2010 and NHSGGC Reasonable Adjustment Guidance. Employers have a legal duty under the Equality Act 2010 to consider and make reasonable adjustments where a disabled employee would otherwise be placed at a substantial disadvantage. Adjustments should be discussed at the earliest opportunity and tailored to the individual to remove or reduce disadvantage at work.
In many cases, managers can identify and implement adjustments locally, for example to duties, hours, work patterns, the working environment, or support arrangements. Please refer to the NHSGGC Reasonable Adjustment Guidance, Reasonable Adjustments for staff with disabilities or long-term conditions – NHSGGC, for detailed information on what may be appropriate, how decisions should be recorded, and the wider support available.
Referral to Occupational Health should be made where further assessment or specialist advice is required, for example where the impact of a health condition on work is unclear, where complex restrictions or adjustments may be needed, or where advice is required on fitness for work. Occupational Health provides independent advice to support management decision-making but does not replace the manager’s responsibility to explore and implement reasonable adjustments where appropriate.
When a management referral may not be appropriate
Talking Therapy/Counselling Services
If you are only seeking to refer a staff member for talking therapy or counselling, please advise the staff member to self-refer via email or telephone 0141 277 7623. If you have the staff member’s consent to refer them for talking therapy or counselling, please make the referral on their behalf using email.
If, as the manager, you also require advice regarding fitness for work, adjustments, or other health and work concerns, please submit a management referral and note this within the background to the referral. During the assessment, the clinician will make any necessary arrangements for assessment with the Occupational Health Psychology and Wellbeing Service
In all cases, a talking therapy element will remain confidential and no feedback via a report will be available to the manager. Further information and additional mental health and wellbeing resources can be accessed via Mental Health and Wellbeing – NHSGGC.
Physiotherapy
Employees can self-refer to the Occupational Health Physiotherapy Service for treatment and advice using the self-referral form. If, as a manager, you also require advice regarding fitness for work, adjustments, or other concerns, please submit a management referral. Further information is available for the occupational health physiotherapy service.
Work-related skin problems (skin health surveillance)
Work-related skin problems should be referred via the Skin Health Surveillance process. Please do not submit a management referral.
Instead email the completed skin health surveillance questionnaire directly to our the service.
If urgent advice is required regarding a skin problem please direct the employee to contact Occupational Health by phoning 0141 201 0594 or by email.
Work-related stress
Managers should first follow the Stress in the Workplace guidance. Further advice can also be sought from Health and Safety, HR, and Occupational Health. Where an employee reports a health condition caused or worsened by stress, a referral to Occupational Health may be appropriate.
If a referral is required, managers should detail the steps taken locally to address the reported work issues, outline any considered or agreed actions, and include a copy of the agreed risk assessment actions.
Frequent short-term absence
Frequent short-term absence does not automatically require a referral to Occupational Health unless there are patterns of absence or an underlying health condition is adversely affecting work or health. If no clear link is identified, managers should discuss the absence pattern with the employee and ask whether there is an underlying health condition contributing to the absence.
If the employee does not identify a specific health condition, this should be documented and managed in line with the current attendance management policy. Self-referral or management referral to Occupational Health can be considered if the employee wishes to discuss a health issue that they do not want to raise with their manager.
Personal stress/bereavement
If an employee is experiencing non-work-related stress or bereavement, the details of the Occupational Health Psychology and Wellbeing Service can be given to the employee with advice to contact the service if additional support is required.
Managers should also consider temporary adjustments that may support the employee. Long-term absences of more than 2 months may be referred to Occupational Health if further advice is needed.
Pregnancy
If an employee is pregnant and does not have any current health concerns, managers must first carry out a workplace risk assessment, as required by law. This assessment should specifically consider any risks to new and expectant mothers and must be regularly monitored and reviewed throughout the pregnancy.
Referral to Occupational Health may be appropriate if there are significant health concerns related to the employee’s work or if there are changes in health that may affect their ability to work safely.
Return to work/phased returns
If an employee is preparing to return to work soon, managers can first discuss the situation with them directly. If there are concerns about residual symptoms that may affect their ability to perform their usual duties, managers should consider whether temporary modifications or restrictions to the role are possible.
A phased return can help support a smoother transition back to work. The Once for Scotland policy allows for a four-week phased return on full pay without requiring the use of accrued leave. It may also be helpful to break up the working week, for example by scheduling non-consecutive working days, and gradually increase the employee’s hours until they return to their contracted hours.
In some situations, extending the phased return may better support the employee, and accrued annual leave could be used to prolong reduced hours after the initial four-week period. Any phased return plan should be discussed with the employee before they return, taking account of any necessary adjustments to duties.
Guidance for completing the management referral form
The management referral should clearly explain the reason for referral, include relevant background information, and set out the advice required from Occupational Health. All sections of the form should be completed fully. The information required for each section is outlined below.
Line manager and additional contributors
Confirm that the full name, email address, and telephone numbers are correct and update them as required.
Employee details
Confirm that the full name, employment details, preferred email address, and telephone number are correct and update them as required. An email address is needed to share completed reports. Where possible, include a personal email address, as work email may be inaccessible during absence.
Reason for referral and background information
Provide as much relevant information as possible, avoiding vague statements and subjective opinion. Where applicable, include:
the nature of the health condition, health issue, or concern
whether the employee has attended their GP or another specialist service, and details of any known treatment if disclosed
any relevant lifestyle factors the employee has shared
whether any work-related factors have been identified
a factual summary of any management concerns or operational difficulties observed
details of any individual risk assessments completed or planned, for example stress or DSE risk assessments, with copies attached where relevant
Adjustments
what adjustments have been made, trialled, or considered to support the employee, and what the outcomes were
the dates of any adjustments and whether they are temporary or long term
Working environment
start date, length of service, working hours, whether the employee is superannuated, and whether they are an agile or home worker
a description of the employee’s duties and any specific difficulties identified in relation to the role
Absence details
whether the employee is currently absent from work, including dates and reason for absence
dates and reasons for any previous absences within the past 12 to 24 months
Advice required from Occupational Health
There are two standard questions within the referral form. These are preset to “Yes” and should not be amended:
Is the employee medically fit for their current role?
Would any adjustments and/or restrictions to the employee’s working environment be appropriate to improve their ability to fulfil their current role?
Specific questions for Occupational Health
Use this section to add any additional questions you would like Occupational Health to answer. Add each question separately rather than grouping several points into one box by selecting “Add additional question”.
Keep the number of additional questions to a minimum while ensuring they capture the specific advice required. Ideally, include no more than 3 to 6 questions so there is sufficient time within the appointment to address them.
Examples of additional questions include:
Whether there is an underlying health condition that may affect work.
whether the condition may be considered under the Equality Act 2010, noting that this is often addressed as standard within the Occupational Health report.
a return-to-work programme, for example likely timescales, work pattern, and recommended duration of any phased return.
information regarding ill-health retirement or redeployment following local discussion with the employee.
fitness to participate in processes held under NHS Scotland Workforce Policies.
Documents
Upload any relevant supporting documents in this section. This may include the job description, absence reports, risk assessments, or other relevant information.
Declaration
Complete the declaration section to confirm that the referral has been fully discussed with the employee and that consent has been obtained before submission to Occupational Health.
Occupational Health must obtain the employee’s consent before the report can be shared with the referring manager and any additional contributors. Please allow up to 5 working days for the report to be issued.
Pre-Referral Checklist
Managers should review this checklist before submitting a referral. It can also be used as a quick reference to help decide whether the issue can be managed locally or whether Occupational Health advice is needed.
Have I discussed the concerns with the employee and explained the reason for any proposed referral?
Discuss this with the employee before submitting the referral.
Have local measures already been explored, for example a return to work discussion, temporary adjustments, risk assessment, policy-based support, or signposting to other services?
Consider and document relevant local measures before referral or contact Occupational Health if unsure.
Have reasonable adjustments been considered where relevant, in line with the Equality Act 2010 and NHSGGC guidance?
Consider and document relevant local measures before referral or contact Occupational Health if unsure.
Is there a clear health concern affecting attendance, fitness for work, work performance, safety, or the employee’s ability to remain in or return to work?
Clarify the concern through discussion and local review or contact Occupational Health to discuss before referral.
Is specialist Occupational Health advice needed on fitness for work, restrictions, adjustments, rehabilitation, long-term health impact, or support under a workforce policy?
If you are unsure whether referral is needed, contact Occupational Health to discuss before submitting.
If the issue can be managed locally without further specialist advice, a management referral may not be appropriate at this stage.
Manage locally and keep the situation under review. Contact Occupational Health if circumstances change or advice is required.
Contacts
Occupational Health Department by email or telephone: 0141 201 0600 (select the option for the service required)
Occupational Health Psychology and Wellbeing Service by email or telephone: 0141 277 7623.
If you have an appointment already arranged via Attend Anywhere (Near Me) software, then you can access the virtual waiting area.
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The Occupational Health service provides access to a dedicated alcohol and drug/substance Nurse for all NHS Greater Glasgow and Clyde employees.
A specialist Alcohol and Substance Nurse is available to provide a comprehensive assessment of alcohol or substance use and suggest suitable support options if required, including signposting and referral to specialist services. Interventions such as motivational work, alcohol brief interventions and relapse prevention are also provided.
The Occupational Health Practitioner involved in your care can arrange an appointment if required or you can self-refer yourself to this service. Your manager can also refer you to this service.
This service is available to any NHS Greater Glasgow and Clyde employee that is concerned about their alcohol or drug/substance use.
To make an appointment, contact us on 0141 201 0600.
Additional Resources
All employees can self-refer to Occupational Health for advice and support and to access counselling.
NHS Greater Glasgow and Clyde employees can self refer to the Occupational Health Physiotherapy Service for treatment & advice using a self-referral form(Please save the form to your computer).
Who can access the service
Employees who are:
Are absent from work due to a musculoskeletal problem.
Are at risk from going off work due to a new or work affected musculoskeletal problem.
Have sustained a musculoskeletal injury following an injury or accident at work.
Require ergonomic workplace equipment.
Aims and Features of the Service
Quicker access to physiotherapy for those absent from work or who have sustained an injury at work.
Give advice and reassurance to reduce the need for sickness absence.
This is a musculoskeletal service, you may be signposted to more appropriate specialties.
Encourage health promotion and good working practices among NHS Greater Glasgow and Clyde employees.
Treatment available at our main hub at the West Glasgow ACH & at satellite clinics at the Queen Elizabeth University Hospital, Glasgow Royal Infirmary.
If you are suffering from a pregnancy related musculoskeletal condition, then you can self-refer to your local maternity service.
NHS Greater Glasgow and Clyde Podiatry Service
You can self refer to the Podiatry Service on 0141 347 8909. This line is available Monday to Friday 8.00am – 8.00pm and on Saturdays from 9.00am – 1.00pm.
If you are requiring a workplace assessment or equipment, please complete the Display Screen equipment (DSE) risk assessment form & the workplace assessment form.
If you need to report an incident or require advice, please contact Occupational Health on 0141 201 0595.
The line is open Monday to Friday 8.00 am to 5.00pm.
Any incidents that occur out with these times should be reported to your local Emergency Department. Please ensure that you then report your injury to Occupational Health on the next working day.
The Occupational Health Service will provide specialist advice to support your health and wellbeing in the workplace.
The service will proactively work to improve the health & wellbeing of the workforce with a key focus on Healthy Working Lives and supporting the wider NHS agenda of the improvement of health & wellbeing in the community.
We have Safe Effective Quality Occupational Health Service (SEQOHS) Accreditation.
The service is a multi-disciplinary team consisting of Specialist Occupational Health Nurses, Registered Nurses, Occupational Health Physicians, Physiotherapists, Counsellors, Psychologists and administration staff.
Service Manager: John Somerville
Lead Nurse: Helen Downie
Lead Physiotherapist: Richard Farquhar
Administration Manager: Lindsay Green
Nurse Team Leads: Gillian Gordon and Kevin Young
Mental Health Nurse Team Lead: Steven Reid
Consultant Clinical Psychologist: Paul McKenzie
General Data Protection Regulation (GDPR) Information
NHS Greater Glasgow and Clyde (NHSGGC) is a public organisation created in Scotland under section 1 of the National Health Service (Scotland) Act 1978 (the 1978 Act). It is one of the organisations which form part of NHS Scotland (NHSS).
NHSGGC is the data controller of the personal data it processes for the purpose of the Data Protection Act 2018 along with the General Data Protection Regulation (GDPR) and is registered as a data controller with the Information Commissioner under Notification No Z8522787.
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For advice or an appointment, please contact our hub:
If you have an appointment already arranged via Attend Anywhere (Near Me) software, then you can access the virtual waiting area
We suggest using the link a few minutes before your appointment time. Please note that you must use Microsoft Edge, Google Chrome or an Apple Safari internet browser.
Getting to West Glasgow ACH
Location of West Glasgow Ambulatory Care Hospital
Parking Facilities at the West Glasgow Ambulatory Care Hospital
Clinic Locations
Appointments will be available within the hub daily and on set days at the following locations:
Royal Alexandra Hospital
Inverclyde Royal Hospital
Queen Elizabeth University Hospital
Disabled Access
NHSGGC is a double tick positive employer and our service is fully accessible to those with Disability. All of our clinics are carried out on NHS Greater Glasgow and Clyde hospital sites and as such have disabled access and toilet facilities if required.
Our main hub at the West Glasgow ACH is on the 6th floor but lifts are available and many of our appointments can be carried out over the telephone or using Attend Anywhere video consultation if required.
Should you have any questions or concerns regarding accessing our service, please contact us on 0141 201 0600 or email
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What is Peer Support?
Peer Support is now available for all NHS and Health and Social Care Partnership (HSCP) staff across Greater Glasgow and Clyde as a way to support our colleagues. We know that when people feel supported and heard, this has a positive impact on their wellbeing and resilience. It can help to provide a space for someone to make sense of their recent experiences, which can give them a sense of control and help them feel capable of managing difficult situations. It is a supportive and flexible response, which acknowledges and understands that stress and experiencing struggles at times, is a normal part of life.
A Peer Support Framework for all health and social care staff working in the NHSGGC Board area was approved by the Board Strategic Executive Group. On the basis of the principles, conceptual framework, structure and governance arrangements outlined in the framework, the development of a Peer Support Network (PSN) was commissioned and developed by the Board Mental Health and Wellbeing Group with funding from NHS Charities Together.
Aims of the Peer Support Network
To develop a Board-wide peer support service with clear pathways between the various levels of staff support interventions.
To implement a model of peer support available to every member of health and social care staff.
To embed within services dedicated peer support trainers to cascade knowledge and skills throughout services through establishing and supporting Wellbeing Champions in all teams.
To ensure that recognition of the benefits of peer support is at the heart of all health and social care operations.
Peer Support in the Workplace: The National Wellbeing Hub
Watch these eight short videos below of NHSGGC’s Principal Health Psychologist in Occupational Health, Heather Connolly, discussing her experiences of implementing a Peer Support programme across NHSGGC and the HSCPs.
Have a look at what a peer support conversation might look like:
Scenario 1: Yvonne opens up to Peer Supporter, Simon, about feeling overwhelmed by caring for her unwell mother-in-law while parenting her young children and working.
Scenario 2: John speaks to Peer Supporter, Liz, about how the end of his long term relationship with his partner has taken a negative toll of his mental wellbeing.
The Peer Support model contains a range of interventions and the intensity of the intervention determines the role and required level of training, beyond the foundation level for all staff to access.
The Models of Peer Support
Across NHSGGC and our HSCPs, our Peer Supporters have been trained via one of the following models, which form the conceptual basis and foundation of Peer Support:
1. The Psychological First Aid Model
Psychological First Aid (PFA) is concerned with reinforcing seven basic coping strategies by:
Caring for immediate needs
Protecting from risk
Comforting others
Supporting
Providing information on coping
Connecting others with social support
Educating about normal responses
Taking good care of yourself is at the centre of the PFA model.
To find out more about Psychological First Aid, watch Principal Health Psychologist, Heather Connolly’s ‘Let’s talk about… Psychological First Aid’ webinar:
Several Peer Supporters within medical have been trained via the SAFER model. This is a Peer Support tool used within Critical Incident Stress Management to help structure a 1:1 supportive episode with a peer. It is a specific model of PFA that helps direct the conversation with an individual in crisis or needing support.
SAFER stands for:
Stabilize (introduction; meet basic needs; mitigate acute stressors)
Acknowledge the crisis (event, reactions)
Facilitate understanding (normalization)
Encourage effective coping (mechanisms of action)
Recovery or Referral (facilitate access to continued care)
Citation: The SAFER-R Model, Psychological Crisis Intervention, George S. Everly, Jr., PhD, ABPP, CCISM, Jeffrey T. Mitchell, PhD, CCISM, 2017
It is important to note that neither models are counselling or therapy models nor substitutes for them but they are both designed to help support our peers. Whichever model you are trained through, you will be a fully trained Peer Supporter by the end of the session.
This is a short online eLearning module and is available on digital platforms in health and social care and is designed to support all staff in Health and Social Care.
The module title is: Looking after Yourself and Others, which outlines:
Understand what a normal response to stress is
Understand the basic elements of Psychological First Aid
HSCP staff link to local authority online learning platform (module is called: Introduction to Psychological Wellbeing and Peer Support).
Live Sessions
Alternatively, you can view this content via live online or face-to-face 45-minute sessions, which have received excellent feedback. Upcoming MS Teams online sessions are listed below and are available for all NHSGGC and HSCP to book and attend:
“I felt the coping strategies were very helpful to know.”
“The module has lots of helpful information laid out in an easy to follow style.”
“This is pitched so well for people who have little or no prior training in Mental Health”
Level 2: Peer Support – Becoming a Peer Supporter
This is available now and provides a full one-day in-person training session for colleagues to become a Peer Supporter. This has been designed by and is delivered by the NHSGGC Peer Support Service. Peer Supporters will have enough experience to meet the needs of their team/peers, and that the role is appropriate to their grading and level of seniority within a team.
It is essential that staff being considered for Peer Supporter roles are supported by their immediate line manager and the senior manager for their service to ensure they have allocated time to provide this support.
Become a Peer Supporter
Upcoming Peer Support training courses are promoted on Core Brief, StaffNet and email distribution lists. To join our email distribution list, contact peer.support@ggc.scot.nhs.uk to ensure you receive upcoming training opportunities.
Upcoming Peer Support (Level 2) Training Dates
Training dates are now available for colleagues who wish to explore the role and requirements of a Peer Supporter and have the support of their line manager to implement peer support in their local team. This course is one full day face-to-face (9:30am-4:30pm).
Delegates should note the following prerequisites for completion before the training day:
Delegates to complete the online module ‘Looking after Yourself and Others’ (NHSGGC staff). The module is packed with essential hints and tips on how to look after your wellbeing and the wellbeing of others. It is available for staff directly employed by NHSGGC on Learnpro, module GCC 277 and for staff directly employed by the HSCPs social care staff, on their Local Authority learning platforms. or ‘Introduction to Psychological Wellbeing and Peer Support’ (Local Authority Staff)
Delegates to discuss with their line manager aims for Peer Support and staff wellbeing in their team and / or service. Post course, delegates will be asked to agree with their line manager an action plan to implement local Peer Support and identify the time and resources to do this.
It is important to consider your own wellbeing before thinking about supporting others. Please consider whether you are in the position to support your colleagues before you attend this training to become a Peer Supporter.
26/05/2026 – Gartnavel General Hospital, Lecture Theatre, Book here
09/07/2026 – Vale of Leven Hospital Post Graduate Education Centre, Book here
13/08/2026 – Gartnavel General Hospital, Lecture Theatre, Book here
27/08/2026 – New Victoria Hospital, Conference Room 2.16A, Book here
28/09/2026 – Royal Alexandra Hospital, Classroom 3, Book here
15/10/2026 – Stobhill ACH, Seminar Room 5, Book here
Before you book, please also note the following:
Please only book yourself onto one training course (including only one waiting list). If you book yourself on to more than one, you will be removed from the attendance lists to ensure all colleagues have a fair and equal chance of attending this training.
Peer Support training is in extremely high demand with long waiting lists of colleagues wishing to become Peer Supporters. We kindly ask you to please cancel your space on this course if you can no long attend.
Your immediate line managers must approve your attendance on this training course. Please highlight to your manager that following your training, there is an ongoing expectation to dedicate approximately 1 hour a month to developing your skills as a Peer Supporter.
If line managers request more information on what Peer Support is and the evidence-based benefits on having a Peer Supporter in the team, please contact peer.support@ggc.scot.nhs.uk.
The Peer Support Journey
See the Peer Support Journey for more information on how to become a Peer Supporter or if you are interested in having a Peer Supporter in your team:
Various staff across NHSGGC and Health and Social Care Partnerships are currently being trained to become Peer Supporters. Each Peer Supporter has completed training and has the knowledge and skills needed to offer peer support to their team and colleagues. So far, we have almost 500 trained Peer Supporters across NHSGGC and the HSCPs and this figure is growing rapidly.
Meet some of our Peer Supporters:
Donald Macphail and Katherine Malloch
Katherine (right) is an Education Co-ordinator, Senior Charge Nurse in Adult Theatres at the QEUH and is available to provide Peer Support to colleagues who would like to talk openly about their feelings and worries in a welcoming, non-judgemental and confidential space.
Donald (left) is a Controlled Drug Inspector based at Clarkston Court Clinic Glasgow South. He is able to provide Peer Support in person or virtually in a safe, confidential, non-judgemental environment in which staff may wish to share experiences. His endeavour is to support, listen and provide space for staff to make sense of their experiences.
Lisa Conway
Lisa is a Lead Medical Administrator based at the Glasgow Royal Infirmary and is available to provide Peer Support to members of staff who feel they need support. This is a supported non-judgmental conversation.
Keep an eye out for our Peer Supporters wearing identifiable lanyards and/or badges with the Peer Support logo.
Where are the Peer Supporters?
Each service may offer a different form of peer support to best meet the needs of their staff, area or department. You will be able to spot the peer supporters as they will be wearing their lanyards or badges.
In certain teams it would be desirable to have more than one Peer Supporter to ensure an appropriate mix of peer support available. At present, we have trained peer supporters in the following sites:
Glasgow Royal Infirmary
Queen Elizabeth University Hospital
West Glasgow ACH (Yorkhill Hospital)
Stobhill Hospital
Gartnavel (General and Royal) Hospital
Beatson West of Scotland Cancer Centre
Royal Hospital for Children
Royal Alexandra Hospital
Kirkintilloch Health and Care Centre
Shettleston Health Centre
Renfrew Health and Social Work Centre
Pollokshaws Clinic
Pollok Health Centre
New Victoria Hospital
Mile End Mill
Lightburn Hospital
Leverndale Hospital
Inverclyde Royal Hospital
Greenock Health Centre
Govan Police Station
Esteem North
Eastwood Health and Care Centre
Eastbank Conference and Training Centre
Central Decontamination Unit
Aranthrue Centre (Renfrew)
And more….
We also have remote working Peer Supporters who can offer peer support while you work from home to best suit your needs.
Supporting information for Peer Supporter candidates:
“The training has changed the way I speak to patients and colleagues”
“I think the most important thing I realised was it is not a formal thing, it is about the way we communicate and actively listen”
“The session was well delivered and informative. Well done presenters”
“The trainers were fantastic. Totally enthusiastic and knowledgeable which they passed on with ease.”
“It was all relevant, thank you. Time well spent.”
“I am extremely satisfied with this training”
How to speak to a Peer Supporter
Find out who your team/ department Peer Supporter is and arrange a chat with them.
If you do not have a Peer Supporter in your team, do not know if you have one in your team or if you feel more comfortable speaking with a Peer Support outwith your team, please direct these requests peer.support@ggc.scot.nhs.uk and the Peer Support team will be able to help. If you yourself are interested in becoming a Peer Supporter then discuss with your manager and come along to one of our training days.
Is it confidential?
Yes, what you say will be confidential. However, if the Peer Supporter is worried about your or someone else’s safety they may seek support from other relevant service to best help you. This would be discussed with you first before any action is taken.
Level 3: Peer Support Hubs
As Peer Support continues to grow rapidly, the programme is shifting towards a hub-model. This is when the team deliver in-house training to staff from the same service/area to become Peer Supporters to support their colleagues locally and develop a critical mass of Peer Supporters across the service.
Hubs have a Hub Champion who coordinates Peer Support activity across the service and works with Peer Supporters to overcome implementation barriers.
There are several hubs across the organisation including:
The Specialist Children’s Services Hub
Critical Care (QEUH) Hub
The Spiritual Care (Chaplaincy) Hub
The LGBTQIA+ Peer Support Hub
Diagnostics and Imaging Hub
Several more hubs are currently in development.
If you would like to speak to a Peer Supporter within a particular hub, please contact peer.support@ggc.scot.nhs.uk and state the hub in the email’s subject line.
If you are interested in knowing more about hubs or are interested in setting up a Peer Support hub in your area, please contact peer.support@ggc.scot.nhs.uk
To speak to a Peer Supporter, for general enquires to find out more about Peer Support or if you are interested in becoming a Peer Supporter, please email; peer.support@ggc.scot.nhs.uk
Royal Hospital for Children Colleagues
There is also a Peer Support Network of staff who work within critical care at The Royal Hospital for Children. More information can be found here: RHC Peer Support
For colleagues based at the Royal Hospital for Children interested in Peer Support, please direct all requests to: rhc.peersupport@ggc.scot.nhs.uk
Peer Support is one part of the wide range of Staff Support and Wellbeing services available in NHSGGC. Click below for more information:
If you need immediate support with your mental health please contact a trusted member of your community such as your GP, call NHS 24 on ‘111’, dial ‘999’ or go to A&E. To talk to someone you can call Samaritans on ‘116 123’ (available 24 hours) or Breathing Space on ‘0800 83 85 87’ (available 6.00pm Friday to 6.00am Monday and 6.00pm – 2.00am on weekdays Monday -Thursday).
The Let’s talk about… Staff Wellbeing webinar series offers short, information sessions to NHSGGC and HSCP staff with focus on various topics which we know are important to personal health and wellbeing. They are delivered in a format that allows colleagues to take away top tips and share with others.
These sessions are delivered live on MS Teams at the end of each month. For members of staff who could not attend the live sessions or would like to rewatch any, they have been recorded and uploaded onto SharePoint.
Peer Support Resources
All Peer Support resources can be ordered directly from the Public Health Resources Directory (PHRD). If you have not ordered from this site before, you will need to create an account. Search ‘Peer Support Resources’ to find our available resources.
The Get Ready for Medicine programme, developed in collaboration with the University of Glasgow Medical School, is a two-day programme that supports senior phase school pupils and adults applying for post-graduate or access programme entry schemes (eg SCOTGEM, SWAP) to apply to medical school. The intention is to deliver a meaningful programme of activity that will give participants more to speak about within their medical school application and at interview.
The programme is delivered by NHSGGC Consultants, Junior Doctors and University of Glasgow Medical Students in an NHSGGC Hospital.
Activities include:
Discussion workshops hosted by doctors, medical students and medical school staff:
On the application process for medicine
Life at medical school
Life as a doctor
Career pathways within medicine.
Hands on clinical skills workshops that include:
Giving experience of blood taking
Suturing (stitching)
Patient observations
Basic life support.
Can’t I just do a week’s work experience instead?
Medical work experience used to simply refer to “shadowing” doctors in the workplace – either in hospital or in a GP practice. It has now been recognised that far more important than “what you have done” is “what you have learned from it”.
Within NHS Greater Glasgow and Clyde all medical work experience now takes place as part of an organised programme.
Other Programmes
When can I apply for the Get Ready for Medicine Programme
Get Ready for Medicine programmes will take place as follows:
August to September: Online evening lecture events and half day workshops for S6 pupils making applications in October
January to March: Online evening lecture events and half day work experience workshops for S5, gap year and access students and postgraduate applicants planning October applications
June to July: NHSGGC will support delivery of Medic Insight Glasgow Programme (please make sure you are following Medic Insight Glasgow social media platforms)
This even open to anyone who is applying to medical school next October who hasn’t previously attended a GRfM workshop event.
We would also advise to make sure you have a look at the information below for the Reach Programme and Medic Insight Glasgow Programme. Also make sure are following Medic Insight Glasgow social media platforms ( ie Facebook) for the Medic Insight Glasgow Programme and some Guidance for aspiring doctors from current medical students. See more details below:
Please note that NHSGGC does not host “Shadowing” within a number of professions including Medicine. All requests for work experience, to source placements or support self found placements for Medicine will be re directed to the Get Ready for Medicine Programme.
We would also advise to make sure you have a look at the information below for the Reach Programme and Medic Insight Glasgow Programme. Also make sure are following Medic Insight Glasgow social media platforms such as Facebook for the Medic Insight Glasgow Programme and some Guidance for aspiring doctors from current medical students. See more details below:
Reach is a national project funded by the Scottish Funding Council (SFC) which aims to support eligible S4-S6 pupils in local state secondary schools. who are considering pursuing degrees or careers in law, medicine or veterinary medicine.
Pupils’ participation in the programme takes place over the three years of their senior phase (S4 to S6), and covers everything from introducing pupils to medicine in S4 to supporting their applications to University to study medicine in S6.
Scotland has five medical schools: Glasgow,Edinburgh, St Andrews,Dundee and Aberdeen and all five take part in Reach, specifically focused on widening access to medical degrees to students from Scotland’s poorest neighbourhoods.
The Reach programme will offer you encouragement, and impartial advice on medicine as a career, as well as give you guidance on school subject choices.
They will also help you with all aspects of the UCAS application process.
Medic Insight is a programme that offers week-long or day events to fourth and fifth-year school students in Scotland who are interested in becoming doctors. The programme allows the opportunity for these students to sit in on consultations, go to theatre and provide access to a wide range of specialities and levels of clinicians in a hospital setting.
There are programmes in Glasgow, Edinburgh and Dundee. If you would like more information or wish to apply, please visit the Medic Insight Facebook pages:
Work experience requirements when applying to study medicine
When applying to medical school the important thing is not so much what you have done for work experience but what you have learned from it and how that has given you a better understanding into the career.
That means that someone who has never been into a hospital but has read lots, spoken to healthcare staff and maybe done some volunteering or worked a part-time job dealing with the public, and who can talk about these things widely, may perform much better at application and interview than someone who has spent many days shadowing doctors but who cannot describe what this taught them about being a doctor, working in the NHS and looking after patients.
The Royal College of General Practitioners (RCGP) has launched a free online platform, Observe GP, designed to support aspiring medics in making informed career choices and in preparing their application for medical school.
Rather than ad hoc work shadowing or work experience for medicine, NHS Greater Glasgow and Clyde delivers their Get Ready for Medicine Programme in collaboration with the University of Glasgow School of Medicine.
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