Your people are struggling quietly, and you find out too late.

By the time it reaches HR, it's a sick note, a grievance, or a resignation. The helpline in the handbook isn't support. It's a phone number a fraction of people ever ring, and when they do, it's capped sessions with no follow-up.

You're not short of provision. You're short of provision anyone trusts. And with NHS waits running months, that wait has become your problem too — the employers who move first spend less, because they're treating something smaller.

What we do differently

We start with a Mental Health MOT — a private clinical assessment with a written report, not a questionnaire. It finds the people who'd never raise their hand. Anyone who needs more is matched to a named clinician and stays with them — the same person throughout, not a rotating panel.

You get aggregated, anonymised reporting for your board. No individual is ever identifiable. And you can start with one team — a published price, no annual lock-in.

For employees: it's confidential, it isn't tied to performance, and there's no obligation to take it further than the MOT.

For HR: it replaces the EAP renewal conversation nobody can answer, gives managers a clinician to call before a situation escalates, and needs no portal or policy rewrite — one email starts it.

"Feedback on the Mental Health MOTs has been consistently strong. The amalgamated reports gave us a clear, honest picture of culture issues we couldn't see from the inside." HR Manager, SaaS Industry,