Employee Counselling in Vienna
Personal, confidential psychosocial counselling for your employees — work stress, conflict, personal burdens and relocation. In German and English, in person in Vienna or online. A local complement to your EAP, wellbeing and occupational health provision.
Personal
The same familiar point of contact, not an anonymous hotline with rotating counsellors.
On site
Counselling in Vienna, at your offices on request, or online.
Bilingual
In German and English, with experience in relocation topics.
Direct access
Employees book directly, without content approval by HR. First appointment usually within four working days.
When external employee counselling makes sense
When employees come under pressure — through work stress, a conflict, a personal crisis or a move to an unfamiliar country — many hesitate to seek help inside their own organisation. The worry that something might “end up in the personnel file” is real and understandable. A confidential, external route lowers that barrier.
For context: employers in Austria are required to assess psychological strain at work as well. That assessment targets working conditions, not individuals — external one-to-one counselling does not replace it and is no substitute for occupational safety. It works where strain reaches individual people despite good conditions: as a low-threshold, confidential point of contact, before longer absences follow.
Duty of care and mental health at work →
Typical triggers
- Existing global provision is barely used at the Vienna site.
- Employees want a personal point of contact on the ground.
- International staff need support with relocation, orientation or integration.
- Internal HR or wellbeing structures reach their confidentiality limits.
- Reorganisation, leadership changes or heavy workload create additional need.
- You want to start with a manageable pilot rather than a framework agreement.
What counselling covers
- Work-related stress, feeling overwhelmed and burnout prevention (without acute clinical need)
- Conflict, role changes, reorganisation, leadership and collaboration
- Personal crises, relationship and family strain
- Relocation, cultural adjustment, isolation and finding your feet in Vienna
- Decision-making, activating resources and concrete next steps
The scope is clearly defined: psychosocial counselling within the scope of life and social counselling — not psychotherapy, not diagnosis, not medical treatment. If therapeutic or medical care seems appropriate, I say so openly and help find a suitable place to go.
Three typical situations
Not case reports, but the kinds of concerns that typically come up in employee counselling.
After the reorganisation
A team lead has been running a team twice the size since the restructuring. She sleeps badly and does not want to raise it internally, because she is seen as resilient. A few sessions deal with priorities, with delegation — and with what she can and cannot say to her own manager.
Arrived, but not at home
A developer moved to Vienna eight months ago. Professionally it is going well; privately he is isolated. The sessions are in English and revolve around orientation, everyday structure and the question of what staying would actually mean for him.
Something private that comes along
An employee is caring for her mother and notices that mistakes are creeping into her work. She does not want HR to know. The conversation is about relief, about realistic expectations of herself — and about which workplace options she is even aware of.
Start with a manageable pilot
Ten counselling hours let you find out how the offer is received and what the real need is in your organisation — without committing to a long-term framework agreement right away.
Pilot contingent
€1,800
10 sessions of 50 minutes · €180 per session · plus VAT
Purchased up front, valid for 12 months
- 10 confidential one-to-one sessions of 50 minutes
- In person in Vienna (Stumpergasse 48, 1060 Vienna), at your offices on request, or online
- In German or English
- Employees book directly; first appointment usually within four working days
- A short alignment call on the internal rollout
- A ready-made text you can use to inform your employees
- A closing overview of sessions used and remaining, with no personal information
Unused sessions expire after twelve months. If the need continues, the contingent can be extended at any time — larger packages, an annual contingent or an individual framework agreement, with a separate contingent for leaders on request.
Confidentiality and professional standards
With this service, confidentiality is not a detail. It is the precondition for the service being used at all.
- No access for the employer — neither to identity nor to session content, notes or assessments.
- Anchored in law — confidentiality in life and social counselling is governed by § 119 of the Austrian Trade Act. It is not unlimited; where it can lawfully be set aside, this is discussed openly before counselling begins.
- What the employer receives — sessions used and remaining, nothing else. No breakdown by topic, department, language, gender or location.
- Separate records — counselling records are processed separately from the employer’s systems and personnel files, data-minimised and limited to what the counselling requires.
- Professional framework — structured initial assessment (triage, not diagnosis), a current referral network, a defined procedure for crisis situations, regular supervision.
What this service does — and what it does not
More than a classic coaching offer and something other than a hotline: personal support with a professional framework — confidential, clearly bounded and independent of the employer’s interests.
External employee counselling is not emergency care and not psychotherapy. If it becomes clear in a session that therapeutic, medical or acute psychiatric care is indicated, I say so transparently and actively help find a suitable service. For situations with signs of immediate danger there is a defined procedure with vetted crisis and emergency contacts; only what is legally permitted and necessary to avert the danger is passed on.
I do not replace existing EAP, wellbeing or occupational health structures — I complement them where they reach their limits in language, proximity, capacity or confidentiality. EAP, external counselling or workplace health promotion compared →
Why Tobias Judmaier
Tobias Judmaier, MSc
I am a licensed life and social counsellor, coach and mediator — and have been an entrepreneur myself for many years. That means I know not only the personal side of stress, conflict and change, but also the reality of organisations, managers and scarce resources.
In my work I combine systemic, resource- and solution-oriented approaches with a clear professional framework. I counsel in German and English, in person in Vienna and online.
Trade licence for life and social counselling, publicly verifiable in the Austrian Chamber of Commerce company directory.
Frequently asked questions about external employee counselling
How is confidentiality from the employer ensured?
The employer enables and funds the counselling but has no access to identity, session content or assessments. Confidentiality is anchored in law (§ 119 Austrian Trade Act); its limits are discussed openly before counselling begins.
What exactly does the employer get to see?
Only sessions used and remaining. No names, no topics, no departments — and no breakdown by language, gender or location.
How quickly does an employee get an appointment?
Usually within four working days. Employees book directly, without content approval by HR.
What happens when you are on holiday, ill or fully booked?
I work with a network of experienced colleagues whose qualifications and way of working I know personally. When I am away or fully booked I refer on to them — whether someone prefers to wait or take that option is their own decision.
Is this psychotherapy?
No. It is psychosocial counselling within the scope of life and social counselling — no diagnosis, no treatment. Where therapeutic or medical care is indicated, I help with the referral.
What happens if someone is in an acute crisis?
External employee counselling is not emergency care. Where there are signs of immediate danger, safety takes priority: a defined procedure with vetted crisis and emergency contacts applies, and only what is legally permitted and necessary to avert the danger is passed on.
Does this replace our existing EAP?
No, it complements it — locally, personally and bilingually, where a global offer is barely used at the Vienna site.
What does it cost, and how is it invoiced?
The pilot contingent covers 10 sessions of 50 minutes and costs €1,800 plus VAT. The contingent is purchased up front and is valid for twelve months; unused sessions expire after that. Larger contingents and framework agreements are quoted individually.
Let us spend 20 minutes finding out whether this fits your organisation
In a no-obligation first call we look at your existing support structure, how employees would access the service, and a sensible scope for a pilot.