Start with their own goal
A Health MOT — a lifestyle questionnaire and goal setting, not a test or a medical examination. Optional weight, waist and wellbeing tracking. Any blood testing is separate and handled by the clinical provider.
SHIFT for Work Founding pilot · In development
Men’s health support your workforce might actually use.
A private place to work on weight, energy, sleep, fitness and confidence. Practical support for ordinary working men, funded by their employer.
We’re looking for three employers to help shape the first 12-week pilots. Enquire about the fit; employee enrolment is not open yet.
12 weeksA focused first pilot
50–150 peopleAn agreed eligible cohort
Voluntary & privateEmployees choose to join
A shared start. A private goal.
Meet men where life actually happens.
On an early shift. Between deliveries. After the school run. The proposed programme brings short, manageable actions into the week, with each person choosing what matters to them.
Designed for logistics, construction, manufacturing, grounds care, security and sports organisations. No employee needs to be singled out because of their weight.
Make the week more manageable
SHIFT Grub and SHIFT Fit, with practical sleep, energy, stress and confidence pathways. Small actions shaped around everyday life.
Keep support joined up
Good to Talk information and signposting, plus continuity support before, during and after a person’s own treatment journey.
“When the clinic goes quiet, Shift stays on.” Practical continuity support. Clinical decisions stay with the individual’s clinician.
The privacy boundary
You fund the programme.
Their health stays theirs.
Our pilot model gives employers a view of the programme’s use, without a window into anyone’s private account.
What an employer can receive
- Invitation totals and anonymous activation figures.
- Group engagement and programme completion.
- Selected group wellbeing changes, only where they can be reported safely.
Small groups and revealing combinations are withheld. No individual drill-down, health leaderboards or team filters that expose colleagues.
What stays outside employer reporting
- Names linked to participation or personal progress.
- Individual answers, weight, waist or wellbeing scores.
- Diagnoses, treatment choices, messages and clinical records.
Employees join privately and choose what to track. The employer cannot log into their account.
Reporting and employee access will open only after the privacy assessment, contracts and security checks are complete. Employee notices will explain data use and any disclosures required by law or for serious safety concerns.
A pilot with a clear finish line
Twelve weeks. Then an honest decision.
First prove that people join, return and find it useful. We do not promise reduced absence, a particular weight change or a medical outcome.
- Weeks 1–2
Find a starting point
Private registration, a personal baseline and a goal chosen by the employee. Clear launch communication from SHIFT.
- Weeks 3–10
Build a useful rhythm
Short actions, private self-check-ins and a weekly review you work through yourself. Support limits agreed in writing.
- Weeks 11–12
Review what happened
Repeat measures where chosen, collect feedback and prepare a safe group report. Agree whether renewing makes sense.
Participation challenges can be agreed. Individual weight-loss league tables cannot.
A clear commercial structure
Founding pilot enquiries welcome. Packages quoted individually.
My Timber is free for individuals. The employer pays for an agreed workplace programme and any optional testing allowance, not a login.
The programme
A scoped fixed fee
Agreed deliverables, dates and support limits. A shared start, employer launch materials, short weekly actions and a closing review. No automatic renewal.
Discuss your cohortOptional health check
Employer-funded testing
A proposed clinical home blood test with a doctor’s report through a testing provider. Separately itemised in the quote, subject to a provider agreement. Employees choose whether to take part.
Before you commit
Written terms first
The quote will explain the testing allowance, billing trigger, any minimum commitment, unused-kit terms and applicable taxes. No tests are available through this pilot yet.
The programme remains available to employees who decline testing. Individual results and named testing activity stay outside employer reporting. Small cohorts may produce too little safe data for a wellbeing report; the closing review will explain that limitation.
Testing is invoiced in aggregate at agreed intervals — never per individual, team or site. Before agreeing billing, we will check that quantities, amounts and timing cannot reveal individual uptake in a small cohort. Where they could, a different billing arrangement must be agreed before testing opens.
Straight answers
What this means in practice.
Is this a treatment scheme through work?
No. The employer funds a structured wellbeing programme. Any clinical care is a separate, voluntary individual pathway with an appropriately regulated provider. SHIFT is not currently supplying medication. Optional home blood testing is a proposed separately funded benefit, subject to a provider agreement; it is not yet available.
Does it replace occupational health or our EAP?
No. This is not health surveillance and does not discharge any statutory health or safety obligation. It complements occupational health and EAP services. Good to Talk provides information and signposting; it is not a monitored crisis service or a promise of counselling. Support scope and response times must be agreed before a pilot starts.
Can managers find out who joined?
The employer reporting model does not provide named participation lists or individual progress. Employers share a general invitation; employees choose whether to register privately. Managers cannot enrol a named person on their behalf.
What do you need from a design partner?
An agreed cohort, a business contact, space to communicate the offer and structured feedback. No employee health records. Any case study and employee quotation would require separate permission; neither is a condition of access.
What happens after the pilot?
We review engagement, employee feedback and actual delivery costs together. There is no automatic renewal in the proposed pilot. Employer-funded extras end on the agreed date; the free personal My Timber account can continue.
Become a design partner
Could this work for your people?
Tell us about the business and the size of the group you have in mind. We’ll use that to discuss whether a pilot is a sensible fit.
Business details only. Please don’t send employee names, health information or staff lists.
Prefer email? partners@shiftsometimber.co.uk