Attendance alone does not reveal whether someone has the energy, focus or confidence to contribute well.
Strealth Wellbeing · Personalised workplace health coaching
A workplace wellbeing pilot employees actually use.
Workplace wellbeing that gets personal.A personalised 12-week employee health coaching programme that gives people a regular, private conversation with a real coach—before everyday pressures become bigger workforce problems.
Designed for a focused 20-person pilot. Phone or video coaching. Measured from the start.
9.4 daysAverage annual employee absence reported by CIPD in 2025.
37%Still describe their wellbeing approach as more reactive than proactive.
£24bnEstimated annual UK employer cost of mental-health-related presenteeism.
16+ yearsEstablished health and coaching experience
1,000s helpedPersonalised support across different starting points
Specialist teamHealth coaches, personal trainers and registered dietetic expertise
Bristol + remoteHuman support for onsite, hybrid and distributed teams
The quiet workforce problem
Your people do not leave life at the door.
Poor sleep, stress, low energy, pain, caring responsibilities and declining confidence rarely appear neatly on a dashboard.
They surface as absence, reduced capacity, disengagement, mistakes, difficult conversations—and people quietly deciding they cannot continue in the same way.
Line managers need somewhere appropriate to signpost people without carrying every sensitive conversation themselves.
A benefit has little value when it feels generic, difficult to access or disconnected from the employee's real life.
The board needs more than good intentions. It needs a controlled investment, clear measures and an honest decision point.
Recognise these pressures in your workforce?Talk through the specific health and performance challenges you are seeing.
Discuss your workforce challenges A 12-week employee wellbeing programme
Workplace wellbeing built around engagement, not passive information.
Passive wellbeing
- Generic content sent to everyone
- Employees expected to self-direct
- Support starts after something goes wrong
- Usage is difficult to see
- Short-lived activity without follow-up
Personalised coaching
- A real conversation shaped around the individual
- Small actions agreed and reviewed weekly
- Support that can begin earlier
- Enrolment, attendance and completion tracked
- Twelve weeks to build trust and sustainable routines
A real relationship
Regular contact allows trust to build, making conversations more honest and useful.
Personal relevance
The starting point is the employee's reality—not a generic topic calendar.
Short and accessible
A 15–20 minute phone or video call is easier to fit around work and life.
Weekly accountability
Actions are reviewed and adapted through imperfect weeks—not abandoned.
Whole-person support
Sleep, stress, nutrition, movement, recovery, mindset and connection can be considered together.
Safe boundaries
Coaching does not replace clinical care. Employees can be appropriately signposted when needed.
“People engage when support feels relevant, easy to access and connected to what matters in their own life.”
CIPD advises employers to consult employees, account for different needs and life stages, monitor usage and satisfaction, and evaluate impact. The Strealth pilot is built around those practical requirements.
Want a wellbeing offer employees will actually engage with?Explore how personalised coaching could fit your people and existing provision.
Explore the coaching approach Richard A Bignell
Founder & CEO, StrealthRichard has spent more than 16 years helping people build stronger, healthier lives through personal coaching, practical accountability and plans shaped around real life.
He leads the pilot relationship with the employer and keeps delivery personal, responsive and focused on sustainable change.
The people behind the programme
Human coaching, backed by wider expertise.
Strealth is a Bristol-based team of personal trainers, health coaches and nutrition professionals. The programme brings together practical behaviour change, movement, balanced nutrition, recovery, mindset and human connection—without pretending one coach should solve every clinical need.
Health coachingWeekly conversations, achievable actions and accountability.
Registered dietetic expertiseEvidence-based nutrition support when specialist input is appropriate.
Movement and physical healthExperienced personal training and practical activity guidance.
Responsible boundariesClear signposting where an employee needs clinical or specialist care.
“They listen to any concerns and adjust the support to suit what you’re looking to achieve.”Strealth client review
Value beyond a wellbeing activity
Workplace wellbeing outcomes HR can measure.
A practical layer of personal support between a wellbeing policy and the moment an employee becomes a formal absence, performance or retention concern.
Earlier intervention
A route to discuss everyday health concerns before they escalate.
Stronger employee experience
Support that feels personal, practical and available across different schedules.
Reduced manager pressure
An appropriate place to signpost employees without turning managers into health experts.
Visible engagement
Track whether the benefit is reaching people—not simply whether it was offered.
Better workforce insight
Anonymised themes can inform decisions while individual conversations stay private.
A credible retention signal
Show employees that the organisation is investing in a sustainable working life.
Which outcome matters most to your HR priorities?We can shape the pilot and reporting around the workforce outcomes you need to influence.
Map the pilot to your HR goals The employee experience
What your people actually receive.
A simple, private coaching rhythm that fits around work and life. Each employee starts from their own reality and works on the changes that matter most to them.
Private onboarding
A confidential conversation about health, life pressures, priorities and readiness to change.
Personal direction
The employee chooses a small number of meaningful health priorities rather than following a generic agenda.
Weekly coaching
A focused 15–20 minute phone or video conversation with a real coach.
Realistic action
One or two achievable actions to practise between calls, shaped around the employee’s week.
Review and adapt
Progress, setbacks and changing circumstances are discussed without judgement and the plan is adjusted.
Personal review
The employee finishes with clearer habits, greater confidence and a practical direction for what comes next.
A realistic example
An employee struggling with poor sleep, low energy and back discomfort might begin with a manageable sleep routine, short daily movement and one nutrition change—not an unrealistic lifestyle overhaul.
A controlled 12-week pilot
How the employee wellbeing pilot works.
Understand
Diagnose organisational need, current provision, priority groups and available data.
Invite
Use clear communication so employees understand purpose, privacy and enrolment.
Coach
Deliver onboarding, twelve weekly calls and optional app-based support.
Learn
Review engagement and agreed outcomes, then continue, refine or stop.
ReachEnrolment and representation
EngagementAttendance and completion
ExperienceUsefulness and accessibility
Early outcomesHealth, energy and work ability
Longer-termAbsence, capacity and retention
Need to see how this would work inside your organisation?Discuss the right cohort, launch plan, measures and reporting boundaries.
Design your 12-week pilot Commercial discipline
A human investment with measurable economics.
£2,499One-off consultation, programme design, implementation and launch
£58512-week programme per enrolled employee
£14,199Complete initial investment for a 20-person pilot
Workplace wellbeing ROI calculator
Estimate the value using your workforce data.
Adjust the six inputs below. Your initial benefit estimate updates instantly; unlock the complete breakdown with your work email. Open the dedicated employee wellbeing ROI calculator.
Default pilot: 20
Used to estimate employer cost
Use your organisation’s annual figure
Use a cautious planning assumption
Estimated days per employee per year
NI, pension and employment costs
Your initial estimated annual benefit£17,202
Your complete estimate is ready.
Enter your first name and work email to unlock the full ROI breakdown. Your details will be sent securely to Strealth through HubSpot.
Any optional marketing permission is separate from access to your result.
How it works: estimated benefit = enrolled employees × (absence days avoided + productive-capacity days recovered) × estimated employment cost per working day. It assumes 230 working days per year. This is an indicative planning model, not a guarantee. Replace every assumption with employer data wherever possible.
Swipe sideways to view the full comparison
| 12-month programme scenario | Benefit / employee | Return per £1 | Programme ROI | 20-person net benefit |
|---|---|---|---|---|
| Minimum hurdle | £689 | £1.18 | +18% | +£2,082 |
| Target | £861 | £1.47 | +47% | +£5,528 |
| Strong | £1,105 | £1.89 | +89% | +£10,406 |
Complete first-pilot view
Including the £2,499 one-off fee, modelled net ROI is −3% at minimum, +21% at target and +56% at strong. The one-off fee is diluted across larger or future cohorts.
Transparent by design
These are scenario thresholds—not guaranteed savings. The model uses a £35,000 average salary, approximately £191 per productive day and a 9.0-day modelling baseline. Employer data should replace assumptions wherever possible.
Want to replace the assumptions with your own workforce data?Get a clearer view of the investment, break-even point and potential return.
Request a tailored ROI calculation Lower the risk of the decision
Test the service before making a bigger commitment.
What the pilot asks from you
- A senior sponsor and focused cohort
- Clear internal communication
- Available baseline data
- Agreed confidentiality and reporting boundaries
- A decision review at the end
What it does not ask from you
- A company-wide commitment from day one
- Managers diagnosing employee health
- Access to private coaching conversations
- Blind faith in projected savings
- Continuation without evidence
Interested, but need to reduce the risk of the first step?Talk through your concerns and decide whether a focused pilot is the right test.
Talk through the risks Questions HR will reasonably ask
Before you make the decision.
How is employee confidentiality protected?
Individual coaching conversations remain private. Employer reporting focuses on participation, agreed outcome measures and anonymised, aggregated themes. Reporting and safeguarding boundaries are agreed before launch.
Is this a replacement for occupational health, an EAP or clinical care?
No. Health coaching complements existing provision. It supports everyday behaviour change and can signpost employees when their needs sit outside the coaching scope.
What if engagement is low?
Engagement is reviewed during the pilot rather than discovered at the end. Communication and enrolment can be adjusted, and the final decision reflects actual participation.
Are the ROI figures guaranteed?
No. They are transparent outcome scenarios. The employer's own salary, absence and workforce data should be used to produce a tailored business case wherever possible.
Why twelve weeks?
It gives employees time to build trust, take action, review setbacks and establish routines while remaining a controlled, time-limited commitment for the employer.
A practical first conversation
Tell us what is happening in your workforce.
Share the challenge, the size of your organisation and what you want to improve. Richard will respond personally and help you decide whether a focused pilot makes sense.
Prefer to speak?Call 0117 374 7400
Prefer email?info@strealth.co.uk
Based in Bristol. Delivered flexibly.Phone and video coaching supports onsite, hybrid and distributed teams.