For employers

Your boss doesn't get
you at 6:52am.

A wellbeing initiative that protects the start of the day — including from work itself. Nobody is enrolled, nobody is measured.

Per contract

Partnerships Q2 2027

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Four people running up city steps at sunrise, a phone chained to a weight at the bottom

Staff wellbeing that asks for a morning, not a platform login.

What staff get Yes, work apps too What HR sees Talk to us Why it lands

Choosing a challenge — Steps, Touch Grass, Push, Tap, Go, One Thing, Time and Show Up

What staff get

A wall around work, too.

Staff pick what waits and how to earn it back — and that includes work apps. Outlook, Gmail, Teams, Slack, whatever your stack is. A Time rule holding email and chat until 9 is the setting we expect to see most.

How it works for staff

It blocks Slack too

NOT YET is not only a social-media blocker. Staff choose what waits — Instagram, TikTok, or Outlook, Slack and Teams — and set a Time rule so work apps stay shut until 9. It is the rare wellbeing benefit that protects people from their employer's own tools, which is precisely why they trust it.

Funded licences

You pay, staff opt in

Sponsored access as part of your wellbeing offer. Voluntary, always — an unenrolled employee is indistinguishable from an enrolled one.

Employee-paid

You just promote it

Optional promotion for eligible employee-paid Individual subscriptions, with 25% of defined net proceeds under the applicable partner agreement. Eligibility and payment are verified first. Employer-funded seats carry no revenue share.

What HR never sees

WHAT IT IS

That the programme exists and, above a minimum cohort, how many people are using it.

WHAT IT IS NOT

Never who is enrolled, which apps anyone blocks, when they unlock, whether they completed anything, or any individual behavioural report. Ever. This is the condition of the product working at all.

Why this one lands

Younger staff are not asking for a fruit bowl.

The people you are trying to hire and keep have watched an older generation lose their evenings to a phone, and they are not signing up for it. Protected time, a boundary between work and the rest of life, and an employer who treats attention as something worth defending — those are the things being asked about in interviews now.

Most benefits signal that a company will spend money on you. This one signals something harder to fake: that it thinks your time and your head are yours. That is a difficult thing to say in a values deck and an easy thing to demonstrate by paying for it.

It is not surveillance, and they will check

A younger workforce is fluent in which benefits come with monitoring attached. You see nothing about an individual — not their apps, not their hours, not whether they took part. That is the first question they will ask, and the answer is what makes them use it.

It defends the boundary you say you have

Plenty of employers say they do not expect evening email. This lets someone hold Outlook and Teams until nine in the morning — and the fact that the company paid for the thing that does it says more than a policy document.

They keep it if they leave

It is their account, on their phone, with their rules. Nothing is revoked when someone moves on — which is unusual for a benefit, and is the part people tend to mention to their friends.

And it is cheap to be sincere

A few pounds a month per person for a benefit used every morning, versus a platform most staff open once a year. The signal costs less than the fruit.

The honest caveat, because your HR team will ask for it. We are not claiming this reduces burnout, absence or turnover. We have no evidence for that and we will not imply it. What we can show is daily use — and a benefit people actually use is already rarer than one that promises an outcome.

Talk to us