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Time Business News
05-08-2025
- Health
- Time Business News
BetterHelp's Therapists: Qualifications, Care, and Client Experience
As online therapy becomes a more common choice for mental health care, it's important to know exactly who's on the other end of the chat box or video call. BetterHelp, one of the largest platforms in this space, connects people to licensed therapists virtually—but who are these professionals, and how does the platform ensure clients are receiving quality care? This article takes a closer look at how BetterHelp selects, trains, and supports the professionals that guide users through their mental health journey. BetterHelp's network includes over 32,000 therapists licensed to practice in all 50 states. These professionals are not limited to one area of expertise. Instead, they come from a range of mental health fields, including clinical psychology, social work, counseling, and marriage and family therapy. Each therapist must hold one of the following licenses or their state's equivalent: Psychologist (PhD or PsyD) Licensed Clinical Social Worker (LCSW/LMSW) Licensed Marriage and Family Therapist (LMFT) Licensed Professional Counselor (LPC) Licensed Mental Health Counselor (LMHC) This wide pool of expertise allows BetterHelp to serve users with different mental health needs, whether they're managing anxiety, coping with grief, working through relationship issues, or exploring personal growth. Before a therapist can start working on BetterHelp, they must pass a detailed screening process. This process confirms that the professional has completed the required educational background, supervised clinical hours, and passed their state licensing exams. On top of this, therapists must submit proof of active licensure and complete a thorough background check. Each applicant is also required to have at least 1,000 hours of clinical experience. According to BetterHelp, only about one in three applicants are accepted. This careful selection process helps ensure that only qualified and experienced professionals are invited to work on the platform. Quality control doesn't stop after hiring. BetterHelp uses a multi-step process to monitor therapist performance. This includes license verification, continuous review of session quality, and evaluation of user feedback. The platform uses internal tools to track how responsive, consistent, and effective therapists are in their work. Therapists are also subject to review if a concern is raised about the services they provide. BetterHelp's quality assurance team evaluates these reports and ensures that professional standards are maintained. Starting therapy can be difficult, especially if it's your first time. BetterHelp tries to reduce this stress by offering a matching process that pairs users with therapists based on their goals and preferences. During the sign-up process, users complete a questionnaire that asks about their current challenges, goals for therapy, and personal preferences such as therapist gender, age, cultural background, and communication style. The platform's system then compares this information with therapist profiles and availability. Most users are matched within 12 to 24 hours. If the therapist assigned isn't the right fit, users can switch to another therapist at any time without losing progress or being asked to explain their reasons. This flexibility helps users feel more comfortable, and a better match usually leads to a stronger, more productive therapeutic relationship. One of the reasons many people turn to online therapy is flexibility. BetterHelp offers multiple ways for users to connect with their therapists. Clients can schedule live video sessions, phone calls, or chat sessions, or use asynchronous messaging to send and receive updates throughout the week. This is especially helpful for individuals with demanding schedules or those who feel more comfortable starting with messaging instead of face-to-face video. Having these options gives users control over how and when they communicate with their therapist, which can help build trust and consistency over time. BetterHelp provides therapists with access to a large library of clinical materials. These include worksheets, assessments, and planning guides designed to support evidence-based practice. Therapists can use these tools to structure sessions, track client progress, and introduce new skills in a structured way. The platform also encourages continued learning by offering opportunities for professional development. Staying up to date with the latest clinical research and therapeutic strategies ensures that therapists can adapt their approach to each individual's needs. A major question people have when considering therapy is whether it will actually help. In BetterHelp's case, client progress is regularly tracked using clinical tools such as the PHQ-9 (for depression) and GAD-7 (for anxiety). These assessments are administered about every 45 days to monitor how clients are responding to therapy. In 2024, 72% of clients reported symptom improvement within the first 12 weeks, and over 60% experienced full symptom remission. These figures are based on real-time reporting from thousands of active users. In addition to positive outcomes, BetterHelp sees consistently high satisfaction scores. In 2024, therapy sessions earned an average rating of 4.9 out of 5, based on over 1.7 million user reviews. Perhaps the most striking insight is that 40% of BetterHelp users in 2024 were attending therapy for the first time. Many of these individuals had never considered traditional in-person therapy before due to location, schedule conflicts, or concerns about stigma. By offering a low-barrier entry point, BetterHelp helps individuals take the first step toward caring for their mental health. The platform has also supported therapy access by partnering with over 100 nonprofits, donating the equivalent of $14 million in therapy services during 2024 alone. Some may worry that virtual therapy feels impersonal, but therapists on BetterHelp are trained to build meaningful connections through digital communication. They apply the same ethical and professional standards as in-person therapy and are skilled in using video, messaging, and phone calls to provide support. The core of therapy—being seen, heard, and understood—remains intact. Even through a screen, therapists are equipped to offer empathy, structure, and a path forward. Are BetterHelp therapists licensed in their states? Yes, all therapists must be licensed and in good standing with their state board. Their credentials are verified during onboarding and reviewed regularly. How quickly can I begin working with a therapist? Most users are matched within 12 to 24 hours after signing up. You can begin communicating with your therapist as soon as they accept the match. Can I change my therapist later on? Absolutely. You can request a new therapist at any time and as often as needed. There is no penalty or waiting period. Is online therapy as effective as in-person therapy? Research shows that virtual therapy can be just as effective as in-person therapy for many common concerns, including anxiety and depression. What communication options are available? Clients can choose video sessions, phone calls, live chat, or messaging, depending on what feels most comfortable and convenient. TIME BUSINESS NEWS
Barnama
29-07-2025
- Business
- Barnama
Zetrix AI No Longer Handles Foreign Worker Permit Renewals
KUALA LUMPUR, July 29 (Bernama) -- Zetrix AI Bhd, formerly known as MY E.G. Services Bhd (MyEG), is no longer involved in the renewal of foreign worker permits. In a filing with Bursa Malaysia today, the company said the term of its Foreign Worker Permit Renewal Services has ended. 'We would also like to inform that the Malaysian Immigration Department has on July 29, 2025 confirmed that Foreign Worker Permit Services are a module under the scope of the National Integrated Immigration System (NIISe) project, which aims to integrate the border control system under various agencies of the Ministry of Home Affairs,' it said.
The Mainichi
22-07-2025
- Business
- The Mainichi
Hiroshima Pref. businesses, univ. strive to help foreign workers integrate, feel secure
FUKUYAMA, Hiroshima -- "It is our hope that foreign workers can work in an environment where their safety and peace of mind are sustained." So said Narikazu Komaru, chairman of the Fukuyama Chamber of Commerce and Industry, at a June press conference announcing a new Japanese language education course for foreign workers, to be launched in partnership with Fukuyama City University here. Komaru explained that the goal is to help foreign workers feel secure and supported. With Japan's working-age population rapidly shrinking, the importance of foreign labor is growing. The chamber had been requesting the city and other local authorities to establish such courses since last year to support member businesses in tapping foreign talent. "Having a higher education institution like a university involved means companies can confidently send their workers to participate," the chamber explained, adding that the initiative aims to secure a stable workforce and promote the integration of foreign workers into the local community. According to the Ministry of Health, Labor and Welfare, the number of foreign workers in Japan surpassed 2 million for the first time as of the end of October 2023, and reached about 2.3 million by the same time in 2024. By industry, manufacturing employs the largest number of foreign workers. By residency status, the technical intern training program, originally intended for technology transfer to developing countries, accounted for 470,725 people. Meanwhile, the "Specified Skilled Worker" status, introduced in 2019 to address labor shortages, reached 206,995 people -- a nearly 50% increase from the previous year. At Innoshima Tekko Ltd., a hull block manufacturer on Innoshima Island in Onomichi, Hiroshima Prefecture, where shipbuilding is a major industry, nearly half of the company's roughly 90 employees are from Indonesia or Vietnam. One such employee, Suwatno, 38, from Java, Indonesia, first came to Japan in 2008 as a technical intern and worked at the company. After a period back home, he returned in 2023 under the Specified Skilled Worker (i) status, which allows a total stay of up to five years. He has since passed the exam for Specified Skilled Worker (ii), which has no limit on the number of renewals and allows family members to join him in Japan if requirements are met. Now a manager, Suwatno mentors other foreign employees. "I want to keep doing the work I'm used to for a long time. I hope to bring my family here and live together," he said with a smile. The company began accepting foreign workers in 1998. Initially, they were seen as supplementary staff, but as more young Japanese left the island and local hiring became difficult, foreign workers became the core of the workforce. Four years ago, a dedicated department was established to actively recruit and support talented foreign staff and help them settle in. The firm holds Japanese language classes during lunch breaks, provides dormitories and prayer spaces for Muslim employees, and regularly conducts one-on-one meetings to discuss concerns including personal issues. It also offers transportation to medical facilities for employees who only have bicycles, and has reduced dormitory fees in response to the recent depreciation of the yen. Yu Fukushima, section chief in charge of overseas operations, said, "After years of these efforts, Japanese employees' attitudes have changed. Having foreign workers stay long-term and being able to pass on our skills and know-how has become a source of pride and motivation for us." The company is even considering building a mosque for its Indonesian Muslim employees. However, there are challenges that a single company cannot solve, such as the lack of rental housing for foreigners in the area and difficulties finding schools for employees' children if they bring their families from abroad. Fukushima added, "We hope the government will work to improve these aspects of the environment." (Japanese original by Fusajiro Takada, Fukuyama Bureau)
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Business Standard
22-07-2025
- Business
- Business Standard
UK immigration overhaul: Indians face new job, visa and salary rules
Indians working or planning to work and study in the United Kingdom must brace for sweeping changes in the immigration system, many of which come into effect from July 22, 2025. This is the first wave of changes following the Labour government's immigration white paper published in May 2025. Several Skilled Worker visa rules are being overhauled, with new restrictions on jobs, salary levels, and long-term settlement pathways. What's changing and who will it affect? According to an update from the UK Home Office, from July 22, all Skilled Worker roles must meet the Regulated Qualifications Framework (RQF) Level 6 benchmark, equivalent to a UK bachelor's degree. This change cuts out hundreds of jobs previously considered eligible. Around 180 roles—especially in hospitality, logistics, and care—will no longer qualify for sponsorship under the Skilled Worker route. These are sectors that often rely on positions below graduate level, such as care assistants, chefs, and delivery supervisors. However, there is a small reprieve for employers. Any Certificate of Sponsorship (CoS) issued before July 21, 2025, will still be accepted under the current rules—even if the role no longer qualifies post-deadline. Salary thresholds are going up The minimum salary requirement is also being raised for several visa categories. For the Skilled Worker visa, the threshold is increasing from £38,700 (about ₹41.8 lakh) to £41,700 (about ₹45 lakh) annually. Other routes, including Global Business Mobility and Scale-up, will also see revised salary benchmarks. Crucially, all Skilled Worker visa holders applying for Indefinite Leave to Remain (ILR) after July 22 must meet the new salary threshold—even if they applied earlier under the old rules. Note: Indefinite Leave to Remain (ILR) is a UK immigration status that allows a person to live, work, and study in the UK without any time restrictions. It's a step towards permanent residency and, ultimately, British citizenship. There is no transitional relief. 'The new salary thresholds apply immediately for those seeking settlement, so employers must plan accordingly,' said a release by the UK government. What employers need to do now With the new system now live, employers are under pressure to act quickly to stay compliant and avoid disruption to staffing pipelines. Immediate steps include: • Issue CoS before July 21 for jobs affected by the new rules • Audit sponsored job roles to check if they meet RQF Level 6 • Update salary bands and HR budgets to reflect the new thresholds • Identify employees who are already on the Skilled Worker route and may still qualify under transitional arrangements • Review recruitment strategies and invest in upskilling local workers • Communicate clearly with existing staff on potential implications • Consult legal experts to minimise the risk of non-compliance More changes expected this year The white paper released in May outlines several additional proposals expected to roll out later in 2025. These include: • Increase in the Immigration Skills Charge • Revised English language eligibility standards • New family visa rules • Graduate Visa duration cut from 2 years to 18 months • Proposal to double the Skilled Worker settlement period from 5 years to 10 Ten-year wait for permanent residence? Under the government's 'earned settlement' model, most migrants would need to wait 10 years instead of the current 5 to qualify for Indefinite Leave to Remain. However, those making 'Points-Based contributions to the UK economy and society' may still qualify earlier. The Home Office has not yet explained how these points will be awarded or how much faster the accelerated route will be. 'We will consult on the earned settlement scheme later this year,' said Seema Malhotra, the UK minister for migration and citizenship in a written reply to Parliament. Who is exempt from the 10-year rule? So far, partners of British citizens and victims of domestic abuse have been confirmed as exempt. They can continue to qualify for ILR after five years. EU citizens protected under the EU Settlement Scheme will also retain their existing five-year pathway, as required under Article 15 of the UK-EU Withdrawal Agreement. The Home Office has not yet confirmed whether other visa categories, such as the Hong Kong BN(O) route, will be exempt. Do the new settlement rules apply to existing visa holders? This is unclear. During a statement on May 12, 2025, Home Secretary Yvette Cooper said: 'We will set out further details of the earned settlement and citizenship reforms later this year, and we will consult on them'. She added: 'We want the settlement rules to be amended as swiftly as possible and to apply widely, but we will consult on the detail'. So far, the government has not said whether people already on existing visa routes will be affected or whether the ten-year requirement will apply only to new arrivals. Will MPs vote on these changes? According to an FAQ shared by the UK government, most of the changes will not be subject to a parliamentary vote. The UK immigration system is governed through Statements of Changes, which automatically take effect unless a motion of disapproval is passed within 40 days. In practice, this rarely happens. For example, the major visa changes introduced by the previous Conservative government in 2024 were not voted on, despite heated debate. However, changes requiring primary legislation—such as new levies on international students or amendments to citizenship law—will need Parliament's approval. Those are expected to be introduced in stages through separate bills.
Time of India
22-07-2025
- Business
- Time of India
New UK Immigration rules from July 22: What's changing and how it matters
The UK government has published a sweeping Statement of Changes in Immigration Rules, due to take effect from 22 July 2025, marking the first wave of reforms from the government's landmark immigration white paper. The agenda? Build an immigration system that supports economic growth while drastically reducing net migration and UK businesses' reliance on overseas labour. While the broader white paper outlines systemic changes, the rules rolling out primarily target the Skilled Worker route, which is the pathway for migrant professionals. For employers and licensed sponsors, these changes will have a significant impact on hiring strategies, visa processing, and long-term workforce planning. So what exactly is changing? And what can employers do to prepare? Read more: Visa-free isn't always free: Countries that still charge entry fees and travel taxes Skills thresholds are rising From 22 July, the minimum skills threshold for Skilled Worker roles will increase substantially. All roles must now be at RQF Level 6—equivalent to a bachelor's degree. This update disqualifies a swathe of previously eligible jobs. What this means: Around 180 occupations will be removed from the eligibility list, affecting sectors such as hospitality, logistics, and care services that often rely on roles below the degree level. However, employers still have a short window to act. If a Certificate of Sponsorship (CoS) is issued before 21 July 2025, even for roles that won't be eligible post-change, the application can still proceed under current rules. Salary thresholds are increasing too In addition to changes in skill level, salary thresholds are also being revised upwards across multiple work visa categories, including: Skilled Worker visa: From £38,700 to £41,700 per year Global Business Mobility and Scale-up routes will also see updated minimum salary requirements. All Skilled Worker applicants seeking indefinite leave to remain (ILR) after 22 July 2025 must meet the new salary criteria—even if they applied under the old salary threshold. No transitional relief applies to salary changes—employers must ensure compliance immediately. Read more: Travel disruptions mount after Alaska Airlines grounds fleet; all key details here What employers should do now With less than a week left, employers need to move fast to stay compliant and minimize disruption. Here are key actions businesses and sponsors should take: Fast-track CoS issuance: Aim to submit any new or renewal applications under the current rules by 21 July 2025. Audit job roles: Check if your sponsored occupations meet the new RQF Level 6 criteria. Realign salary structures: Update offers, budgets, and HR systems to meet the new salary minimums. This applies immediately—no grace period. Map your workforce: Identify employees who will benefit from transitional provisions—i.e., those already sponsored under the Skilled Worker route before the changes. Rethink recruitment: The government wants employers to focus on domestic talent development. Revise hiring strategies and consider investing in upskilling programmes. Communicate with current visa holders: Ensure your existing sponsored workers understand how the new rules could affect their status, settlement timelines, or extensions. Consult legal experts: With increased scrutiny and compliance checks expected, seeking immigration legal advice could prevent costly errors. More changes are coming This July rollout is only the beginning. The white paper outlines further developments expected later this year, including: A hike in the Immigration Skills Charge (ISC) Revised English language eligibility criteria A reworked family visa framework A shorter Graduate Visa validity—cut from 2 years to 18 months A proposed (but unconfirmed) doubling of the settlement period for Skilled Workers—from 5 to 10 years For employers, this is a wake-up call. A reactive approach will no longer suffice. With more complex compliance requirements and a shrinking pool of eligible overseas workers, proactive workforce planning is now essential. In short, if your business relies on global talent, this is the time to act—review your hiring processes, revise your visa pipeline, and prepare your teams for what's coming. The cost of inaction could mean losing access to key talent, or worse, falling foul of new immigration regulations.
