Clinically-led workplace wellbeing, Ireland
So that pressure surfaces before resignations do.
Fully qualified psychotherapists and psychologists support your people, and their families, every month. In return you get The Monthly Read, a report on what your workforce is really carrying, so wellbeing becomes something you can see, act on and stand over.
Every dot is a member of staff. Right now, this is roughly what leadership can see of how they are really doing. Keep scrolling.
The problem
Most leadership teams find out about a wellbeing problem at the exit interview, because nothing earlier in the building is designed to catch it.
By the time it is visible, it is expensive.
The shift
Almost every wellbeing budget pays for intervention. It waits for a crisis, then offers a door most people never walk through. This is built the other way around.
A helpline or an EAP that sits quietly until someone is already in crisis. Take-up is often around one in twenty, so most of the spend reaches nobody, and leadership is left flying blind.
A qualified clinician meets every member of staff each month, online over Teams, and catches the pressure at the stress stage, long before apathy, burnout or a resignation. Any workforce, anywhere, on any schedule.
Caught here, early, in a monthly conversation.
Sleep goes, the mind races, the work starts to suffer.
"No matter what I do, it is never enough."
Sick leave, a resignation, or a claim.
Why people open up
Every part of the programme is designed around one clinical truth: people only say what is really going on when it is safe to say it.
Sessions are run by an external clinical team and framed as coaching, not supervision. Nothing said in the room reaches a manager, which is why people say what is actually going on.
Support covers your people and their children, because the pressures that follow someone to work rarely start at work.
Fully qualified psychotherapists and psychologists in every session, drawing on professional training and lived experience. Every conversation is in qualified, ethical hands.
The programme
One simple system takes an organisation from blind to in control, and keeps it there, month after month.
Staff trust it.
Monthly coaching for every member of staff, online over Teams, run by the clinical team as coaching rather than line supervision. Attendance is built in, confidentiality is strict, and families are covered.
People engage because it sits outside the reporting line.
Leadership sees the floor.
The Monthly Read lands with HR and senior management: the top themes in the workforce, participation, and where pressure is building. Aggregated and anonymised throughout.
You walk into management meetings with the top issues already in front of you.
Problems stay small.
A quarterly review turns the trend lines into recommended actions, and the whole trail documents your duty of care under Section 8 of the 2005 Act.
Evidence you can bring to the board.
Weigh a year of the programme against the cost of replacing one experienced person you did not see leaving: the recruiting, the retraining, the knowledge and the client relationships that walk out with them. Then add what it is worth to know, every month, where to focus first. That is the comparison that matters, and it is the one we will happily make with you.
Keep the people you have already invested in.
The part most programmes skip
The Monthly Read is the report at the heart of the programme: a monthly, evidence-based read on what your workforce is really carrying, delivered to HR and senior leadership. It is the feedback loop most wellbeing programmes leave out.
The same people you saw at the top of this page. Nothing about them has changed. You can simply read them now.
What every Read is built on
The same coach meets each person every month and, in a relaxed conversation, keeps a hand on four things. The Monthly Read rolls these up for leadership, never the detail.
Sleep, energy, exercise and physical health, the first things people quietly let slip.
Stress, focus and workload, and whether anyone has shown them how to turn the green light off at night.
Relationships, family and connection, because home walks in with people.
Purpose, belonging and meaning, the difference between coping and wanting to stay.
What you do with it
The Monthly Read keeps a hand on the pulse of your workforce, and it is written to be useful the moment it lands, whichever seat you are in.
HR Director
The month's hotspots, the drivers underneath them, and three actions worth taking. Your own numbers, absence, retention and stress leave, start to move, and a stronger reputation makes hiring easier.
CFO
Baseline what leavers and stress absence already cost, then watch the trend year on year. Every experienced person you keep is worth many times the fee.
CEO
Sales, finance and operations are all measured every month. Now the workforce is too, with a clear line you can put in front of the board.
Compliance and legal
A clinician-led, dated record that helps demonstrate the Section 8 duty of care is being taken seriously, should you ever need to point to it.
Who it is for
The same programme, focused on what your sector actually contends with. Choose yours.
In professional services your people are the product, and quiet burnout costs you the fee-earners you spent years developing.
This is for you if
You already run a strong safety culture. We extend it to psychological safety, documented to the same standard.
This is for you if
In a high-stakes environment, you get an early monthly read on stress and morale before it becomes a conduct issue or a resignation.
This is for you if
Your teams carry some of the heaviest emotional loads in the country. We support them, and evidence it for funders and inspection.
This is for you if
Caring is demanding work. We support your carers clinically every month, with the documented evidence HIQA and your board want to see.
This is for you if
For most contact centres, attrition is the single biggest cost. We support your frontline and show you, monthly, what is driving churn.
This is for you if
The Cost of Not Knowing
Absence, quiet attrition and an undocumented duty of care each carry a number. Put your own figures in, and The Cost of Not Knowing shows you the arithmetic in about two minutes. Your numbers stay in your browser, and nothing is stored.
Start here
Twelve honest statements about what you can see today, what your people can reach, and what you could prove. Score yourself in the browser in about ten minutes. Nothing is stored and no email is asked for.
A quiet look first, entirely on your own terms.
A 30-minute call with the clinical lead, comparing notes on where you stand. Nothing to prepare, free and no obligation. Afterwards we write up Your First Read, a one-page view of where you stand and the quickest gains we can see, and it is yours either way.
If you take the scorecard first, bring your three bars to the call.
Questions, answered plainly
No. An EAP is a helpline you hope people call, and take-up is often very low. This programme is mandatory, delivered online by a clinician, and it reports back to leadership every month through The Monthly Read. It does what an EAP cannot, which is give you a read on what your workforce is carrying. Because sessions run over Teams, it reaches any workforce, anywhere, on any schedule. Many clients run both.
Yes. Individual sessions are strictly confidential. Only anonymised themes ever reach leadership, never named detail. That separation is why people speak honestly, and why the insight in The Monthly Read can be trusted.
Yes. Attendance is built into the programme, and because the coaching is external, confidential and outside the reporting line, people engage in a way they never do with a helpline. Participation is reported to you monthly.
We baseline before we start, then report monthly on wellbeing, engagement and the themes we are seeing, and over time on absence and retention. You see movement on the leading indicators within weeks, and you hold the evidence trail throughout.
Very little. The clinical team runs the sessions, produces The Monthly Read and does the heavy lifting. Most clients start with a single team or site, fixed in scope and time, before any wider decision.
Under Section 8 of the Safety, Health and Welfare at Work Act 2005, employers have a duty to protect employees from psychological as well as physical harm. A mandatory, externally run programme with a documented monthly evidence trail is a clear, proactive way to show that duty is being taken seriously.