It’s a crowded market. Wellbeing providers, health tech platforms, EAPs, consultants, it’s not always obvious what you’re actually buying, or whether it’s built for a sector like yours. Here are the questions we get asked most, answered plainly.
Workplace health used to mean health and safety, addressing injuries or conditions directly caused by work. Wellbeing is broader: how someone feels about their health, home life, relationships, and job.
Today, workforce health and wellbeing covers both. It’s not just about preventing harm, it’s about preventing long-term conditions like Type 2 diabetes and cardiovascular disease before they take hold, and building a culture where care staff feel genuinely supported, not just safe.
A few things worth checking before you commission anyone:
- Professional registration. If health checks or clinical input are involved, is the person delivering them a registered healthcare professional? Nurses are registered with the NMC, Medical Doctors with the GMC and other health professionals (physiotherapists, occupational therapists, and similar) should appear on the HCPC register.
- DBS check. Anyone entering your organisation, working with your staff one-to-one, or potentially in contact with people in your care should hold a valid DBS check.
- Insurance. Professional indemnity and public liability cover as standard, and given how much of this work involves handling sensitive data, cyber insurance is worth asking about too.
- ICO registration. Since workforce health work involves handling personal and often special category health data, the provider should be registered with the Information Commissioner’s Office.
Our nurses are NMC registered and DBS checked. In-House Health holds professional indemnity, public liability, and cyber insurance, and we’re registered with the ICO. Happy to share the specifics on a discovery call.
An EAP is typically reactive, a helpline or physical/mental health service employees use once they’re already struggling. We work the other way round: measuring risk early so problems can be addressed before they reach crisis point, and giving you organisation-level data that an EAP was never designed to provide.
Each check takes around 45 minutes, in person or virtually, with one of our qualified nurses. We look at physical health, mental health, lifestyle behaviours, financial wellbeing, and workplace culture.
You’ll receive an organisation-wide report built from anonymised, aggregated data across your workforce. No individual is identifiable in what you see, only patterns and risk areas that help you shape a workforce health and wellbeing strategy that actually reflects what’s happening in your organisation. Individual results stay confidential between the employee and our nursing team.
Yes. Our health checks are voluntary; they’re not a statutory requirement in the way health surveillance is.
Most staff welcome the chance to have their employer invest in their health. Some don’t, usually because they’re unsure what the check is for or worried it could affect their job. It isn’t performance management, and everything an employee shares stays confidential and anonymous unless there’s a genuine safeguarding concern.
We provide clear information for your staff explaining exactly what to expect before anyone takes part, since communication like this increases uptake.
Not quite. Occupational health traditionally focuses on diagnosing and preventing work-caused illness, and increasingly on managing sickness absence and fitness for work.
We sit alongside that, focused on improving and maintaining the health of your whole workforce proactively, not just managing problems once they’ve already happened. We take you from data collection through to a workable strategy and real initiatives, built specifically around the pressures of social care in your organisation.
No. Health surveillance is a statutory requirement for employees exposed to specific occupational hazards (noise, vibration, hazardous substances, and similar), and it’s a legal obligation under HSE guidance where those risks are present.
We provide health screening and health promotion instead, which is voluntary and preventative, not a legal substitute for statutory surveillance where that’s required. If health surveillance applies to your organisation, the HSE website is the right place for guidance on that specific obligation.
Not directly, no single regulation requires you to run a workforce health audit. But there’s more legal weight here than most providers realise. Under Regulation 19 (Fit and Proper Persons), CQC requires providers to consider an employee’s physical and mental health at appointment, and to keep monitoring whether they remain fit to carry out their role throughout their employment, not just at the point of hire. Regulation 18 (Staffing) also requires sufficient numbers of suitably qualified, competent, and experienced staff at all times, a standard that becomes harder to meet when workforce health issues go unaddressed.
So while nothing forces you to commission a formal audit, you’re already required to monitor staff fitness for role on an ongoing basis. A structured audit gives you the evidence to show you’re doing that consistently, rather than relying on ad hoc judgement calls that are hard to defend if CQC asks how you know your staff remain fit for their roles.
The Risk Audit starts from £2500 + VAT. It’s delivered across two structured sessions with one of our clinically led consultants and gives you a full benchmark against five core areas of workplace health promotion, each individually mapped to CQC Quality Statements.
Pricing depends on the size of your organisation and the number of employees involved, since the Programme includes individual health checks for your team alongside organisation-wide strategy work. Get in touch for a tailored quote based on your organisation’s size and needs.
Yes. Individual health data is confidential and never shared without consent, unless there’s a genuine safeguarding concern. We handle all workforce health data in line with UK GDPR. Organisation-level reporting uses anonymised, aggregated data only, so no individual’s results are identifiable in what your leadership team sees. We are currently undertaking Cyber Essentials accreditation.
Still have questions?
If you didn’t find what you were looking for here, get in touch directly. We’re happy to talk it through.