Papi en Video




As a pilot, what would I use this service (PAPI) for?

Any issue at work or home that may be causing you difficulty. If you have ANY issue causing you concern you can talk to PAPI. This may cover topics such as:

• your psychological well being;
• life stressors and changes;
• relationship problems;
• fatigue;
• work/life balance;
• bereavement;
• work worries;
• work pressures;
• colleague concerns;
• career options;
• financial problems;
• health concerns;
• etc.

What is the role of a trained peer?

A trained peer is just that: a peer, first and foremost – and who knows what it is like to be a pilot!

A peer is a colleague who understand your profession and work environment. All of our members are trained to listen and offer support in an informal, non-judgemental, secure way. They aim to offer care and support rather than seek a direct resolution. Whilst most PAPI members are not qualified counsellors or psychologists, they have access to a wide range of professional resources when required. Thus, their primary role is to provide support to a fellow peer going through a tough time, making it easier to ask for help.

If a peer can, they will point them in the right direction and/or simply be there for them, when they need it most.

Is PAPI really confidential?

Yes, confidentiality is the central pillar to this programme. Without it, this PSP will not work.

However, as in every other professional setting, the only time it will be waived is if there is an indication the pilot or the public’s safety is in jeopardy.

In this very rare instance, an established protocol will be followed in managing this appropriately and ensuring the response is proportionate to the level of risk posed.

I am a concerned colleague or family member of a pilot – and I am worried about their immediate well being. Can I contact PAPI?

It is always better for people themselves to make contact with this service. However, sometimes they are too fearful to do so, or have lost perspective on the impact that this is having on their performance or those they work with. If you believe that their situation has an immediate safety implication, then you are obliged to act directly – as many of your colleagues would. However, if you believe the impact is more ‘slow burning’, cumulative or may put a less experienced or assertive colleague in a potentially difficult position, then we suggest discussing this through with a peer. And having read this you are still wondering whether you should, contact us anyway. That is what we are here for!