Relevant
Support begins with the employee’s real health priorities, working life and readiness to change.
Strealth Wellbeing · UK employers
Workplace wellbeing programmes people actually use.
A focused 12-week programme that gives employees personalised health coaching and gives HR leaders meaningful evidence about engagement, experience and early outcomes.
Personal supportPrivate coaching shaped around the employee.
Controlled pilotA clear beginning, evaluation and decision point.
Useful evidenceParticipation and outcomes HR can review.
Beyond passive benefits
What makes a workplace wellbeing programme effective?
Many workplace wellbeing programmes provide useful information but leave employees to act alone. The people who most need support may be too busy, tired or overwhelmed to engage with another portal, webinar or resource library.
Strealth adds a person-to-person layer. Employees have regular, confidential conversations with a real coach, agree realistic actions and review what happened the following week. That relationship makes support more relevant and participation more visible.
Accessible
Short phone or video sessions fit around onsite, hybrid and distributed teams.
Confidential
Individual conversations stay private while employer reporting remains anonymised and aggregated.
Measurable
Reach, attendance, completion, experience and agreed early outcomes are reviewed.
A practical delivery model
How the 12-week wellbeing programme works.
Diagnose the need
Agree the workforce challenge, target cohort, current provision and useful baseline data.
Design and launch
Set confidentiality boundaries, measures, employee communications and enrolment.
Support employees
Deliver private onboarding and weekly personalised health-coaching conversations.
Evaluate outcomes
Review participation, experience, agreed outcomes and whether to continue or refine.
Designed for an HR decision
What the employer receives.
Programme design and implementation
- Leadership consultation and needs analysis
- Focused cohort and enrolment plan
- Employee communication and launch support
- Agreed measures and reporting boundaries
Measurement and review
- Enrolment, attendance and completion
- Employee usefulness and accessibility feedback
- Agreed health and work-ability indicators
- Anonymised themes and end-of-pilot decision review
“A pilot should reduce the risk of the decision: test participation, learn what employees value and judge the evidence before committing more widely.”
Common questions
Choosing a workplace wellbeing programme.
Does this replace an EAP or occupational health?
No. Personalised health coaching complements existing provision. It supports practical, everyday behaviour change and signposts employees when their needs sit outside coaching scope.
How is success measured?
The measurement plan is agreed before launch. It can include reach, attendance, completion, employee experience, self-reported health indicators and selected longer-term workforce measures. Financial scenarios should use the employer’s own data wherever possible.
What does a 20-person pilot cost?
The current model separates a £2,499 consultation, design and implementation fee from a £585 per-person programme fee. A 20-person first pilot therefore has a complete initial investment of £14,199.
Related guidance
Explore the Strealth approach.
Would this programme fit your workforce?
Tell Richard what you are seeing, who you want to support and which outcomes matter to the organisation.