Discovery
Agree purpose, stakeholders, workforce needs, existing risks, clinical boundaries, data roles and practical constraints.
On-site workplace wellbeing programme
A planned sequence of discovery, confidential employee access, optional screening, practical training, referral and review — delivered within the workplace where suitable.
Reviewed 24 August 2026
One programme, selected modules
An on-site programme should solve a defined problem rather than assemble every available wellbeing activity. We begin with the organisation’s context, current support, work-related stress risks, employee population and desired decisions. From that brief, selected services are combined into a coherent pathway.
A programme might pair manager training with confidential stress screening, or combine a team working-style review with individual access to coaching. ECG or exploratory technology modules are considered only when their purpose, governance and limits are clear. Not every organisation needs every element.
A responsible delivery sequence
Design
Select modules, define eligibility, prepare employee information and establish privacy, escalation and accessibility arrangements.
Delivery
Run group learning and private sessions with clear separation between employer reporting and individual conversations.
Review
Assess agreed outcomes, present anonymised themes, identify unresolved risks and recommend proportionate next actions.
Possible on-site modules
The programme can include stress and burnout screening, a cognitive skills profile, a team working-style review, stress-relief and wellbeing training or hypnosis-informed relaxation education. An ECG pathway or autonomic and aura observation requires additional suitability and governance checks.
Private consultations can be made available by appointment. They are not reported to managers, and they do not become occupational-health opinions. Where a need falls outside our scope, the participant receives signposting to a GP, occupational health, NHS services, a regulated professional or urgent help.
What the workplace must provide
On-site delivery normally requires a quiet and accessible private room, appropriate waiting arrangements, secure connectivity where necessary, equipment safety, hygiene, emergency information and a named operational contact. Employees need enough time to participate without rushing or explaining their private reason to a line manager.
The commissioning organisation remains responsible for workplace risk management, equality duties, employment decisions and its own data-protection obligations. A wellbeing programme cannot be used to transfer those responsibilities to the practitioner.
Reporting that protects people
Before delivery, the reporting threshold and content are agreed. Employer reports focus on attendance at an appropriate level, anonymised themes, system-level observations and practical recommendations. Small groups are not segmented where doing so could identify participants. Individual health information, scores and notes are not disclosed without an appropriate, specific basis.
Plan an on-site wellbeing day or phased programme
Share the workplace, employee population, practical constraints and desired outcome. We will identify the safest useful starting point.