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http://www.inhousehealth.co.uk/

In-House Health, HOST, Salford (2026)

26/04/2026

Went to Vegas... Got Stung 🤣

I've been MIA on here and accross socials because I actually took proper time off!

It doesn't happen very often, but I have some concerned followers who I'd like to assure that I do make and take time for rest and recovery (although maybe Vegas isn't the place for that 🙃)!

Now, I just need a month to recover from the jet lag, although diving into a clinical shift this morning will hopefully sort some of that out.

If you're seeing this post, please give it a like or a comment, tell where your favourite destination is, because I'm sure my MIA status will have tanked my reach on here 🙄

More to follow on some of my shenanigans soon...

13/04/2026

How well do you actually know what's going on with the health of your workforce?

Not the obvious stuff like sickness absence rates or unfilled shifts.

I mean the underlying health risks that are quietly eating into your care quality, your profitability, and your CQC ratings.

The care worker managing chronic pain who's struggling with manual handling but hasn't flagged it yet.

The team leader dealing with perimenopause symptoms who's becoming short tempered with residents.

The night staff member with untreated sleep issues making medication errors.

These aren't hypothetical scenarios...

They're happening in cae right now and they're showing up as:

• Increased incident reports
• Higher staff turnover
• Declined CQC ratings
• Resident complaints
• Agency spend that's bleeding you dry

Most care providers wait until these problems surface.

Then they react with wellbeing initiatives, extra training, or recruitment drives.

But here's what actually works:

Measure what's really going on
Not just absence rates

Evaluate the root causes

Transform the conditions. Not with yoga sessions, with operational changes that remove the health risks at source

Analyse the outcomes and track what actually improves.

Incidents. Turnover. CQC scores. Profit margins.

80% of your workforce are women.

Many are managing health conditions while delivering care.

The question isn't whether this is affecting your business.

The question is, are you measuring it properly so you can actually fix it?

09/04/2026

Sometimes you need to see your own story through someone else's eyes 👀

If you fancy reading my life story in 5 minutes... grab a cuppa and have a read of this article.

Prolific North just published a feature about me and In-House Health Limited and honestly?

It's wild seeing 24 years of nursing, leaving the NHS, building a digital health startup through credit cards and grant funding, kissing a lot of frogs (yes, I said that 😂), and more recently winning Havas Boost Business Competition all laid out in one piece.

A few things aren't quite right in terms of some timelines, but all in all the story they've told captures something important...

Prevention over plasters!

Work-related ill health costs UK businesses £85bn a year.

We're treating heart attacks and strokes when it's too late.

And throwing yoga sessions and fruit bowls at "wellbeing" without measuring if anyone's actually getting healthier.

In-House Health measures what's actually going on in a business, evaluates the findings, helps make changes, and tracks what improves.

Not fluffy initiatives

Not reactive support

Real health outcomes tied to business performance

The goal?

Help 1 million employees stay healthy and in work while reducing the long-term disease burden on the NHS 💙

And after years of bootstrapping on determination alone, things are finally shifting!

Thanks to Rachael Hesno and the Prolific North team for telling my story!

Read it here and let me know what you think 🤔

https://www.prolificnorth.co.uk/feature/meet-the-nurse-using-tech-to-slash-workplace-illness-and-why-businesses-should-pay-attention/

07/04/2026

When you're buying any workplace health and wellbeing solution, the language will sound the same.

Prevention. Data. Proactive. Absenteeism. Presenteeism. Retention. Population Health...

Every provider uses these words.

So how do you know what you're actually getting?

Scratch below the surface, please 🙏

Because while the language may sound the same, the outcomes are very different.

Here's what I mean...

𝗣𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗼𝗻

What they mean: Fast access to treatment before it gets worse

What it should mean: Understanding why people are getting ill and changing the conditions that cause it

What I do: Start with a workforce health assessment to identify root causes before a single intervention is designed

𝗣𝗼𝗽𝘂𝗹𝗮𝘁𝗶𝗼𝗻 𝗛𝗲𝗮𝗹𝘁𝗵

What they mean: A dashboard showing your absence rates and most common conditions

What it should mean: Using that picture of your workforce to design what happens next

What I do: Use your workforce data to build an intervention programme specific to your organisation, not a generic menu of services

𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻

What they mean: We generate reports

What it should mean: The data tells you what to do and why, not just what happened

What I do: Collect, analyse and act on employee health data throughout a 12-month programme, measuring outcomes, not just activity

𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴

What they mean: Webinars, an app, and a monthly newsletter

What it should mean: Asking hard questions about leadership and operational culture before anything else

What I do: Work with senior leaders and managers first, because unhealthy systems create unhealthy workforces

I'm a nurse.

I was trained to find the cause, not just treat the symptoms.

But sadly the NHS didn't give me the space to do that properly.

So I built something that does.

01/04/2026

3.773584906% success rate 😬

That's your chance of winning the Innovate UK Women in Innovation grant this year...

1,590 applications
60 awards

And no, this isn't an April Fools' joke!

These are the actual numbers

Let that sink in 🫠

Innovate UK just announced they're "not standing still" and are "taking focused, practical action" for women innovators...

But here's what the numbers actually say:

Female founders receive less than 2% of UK venture capital funding.

The funding gap for women-led businesses is £250 BILLION (that's how much could be added to the UK economy if women started and scaled businesses at the same rate as men).

And IUK's solution is... 60 grants of £75k each?

Let's do the math...

60 x £75k = £4.5 million

1,590 applications = 1,530 women told "no"

That's 96.226415094% of ambitious, viable, scalable women-led businesses left unfunded!

Don't get me wrong, I'm glad they course-corrected after last year's farce (announcing 25 awards instead of the promised 50, then having to backtrack after outrage 🙄).

And yes, any funding for women innovators is better than none.

But let's not pretend this is structural change.

This is a sticking plaster on a gaping wound (using my kind of terminology)!

The Invest in Women Taskforce exists. The Investing in Women Code exists. British Business Bank has gender-lens programmes.

They're just not working at SCALE. Here's what would help:

Government-backed venture funds with serious capital specifically for women (not £4.5m)

Mandated gender targets across ALL public innovation funding

Actually resource the initiatives that already exist instead of adding more commitments

The "latest data shows early-stage entrepreneurial activity by women has risen from 3.5% in 2002 to 10% today."

Great!

Now where's the FUNDING to match that ambition?

Women are showing up

We're building

We're innovating

The money just isn't there

And 60 grants isn't going to close a £250 billion gap.

Rant over!

Results out 1st of May...

Fingers crossed for the 3.773584906% 🤞

31/03/2026

When you're buying any workplace health and wellbeing solution, the language will sound the same.

Prevention. Data. Proactive. Absenteeism. Presenteeism. Retention. Population Health...

Every provider uses these words.

So how do you know what you're actually getting?

Scratch below the surface.

Because while the language is the same, the outcomes are very different.

Here's what I mean...

𝗣𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗼𝗻

What they mean: Fast access to treatment before it gets worse

What it should mean: Understanding why people are getting ill and changing the conditions that cause it

What I do: Start with a workforce health assessment to identify root causes before a single intervention is designed

𝗣𝗼𝗽𝘂𝗹𝗮𝘁𝗶𝗼𝗻 𝗛𝗲𝗮𝗹𝘁𝗵

What they mean: A dashboard showing your absence rates and most common conditions

What it should mean: Using that picture of your workforce to design what happens next

What I do: Use your workforce data to build an intervention programme specific to your organisation, not a generic menu of services

𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻

What they mean: We generate reports

What it should mean: The data tells you what to do and why, not just what happened

What I do: Collect, analyse and act on employee health data throughout a 12-month programme, measuring outcomes, not just activity

𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴

What they mean: Webinars, an app, and a monthly newsletter

What it should mean: Asking hard questions about leadership and operational culture before anything else

What I do: Work with senior leaders and managers first, because unhealthy systems create unhealthy workforces

I'm a nurse.

I was trained to find the cause, not just treat the symptoms.

But sadly the NHS didn't give me the space to do that properly.

So I built something that does.

30/03/2026

My heart just sank...

I've just read a household name health provider has launched a workplace health solution using all the right language.

Prevention. Early intervention. Proactive wellbeing. Population Health.

All the things I've been saying for years about workforce health.

And for a moment I thought, how does a nurse like me, with an early-stage start-up compete with that?

Then I read past the headline...

Because here's the thing about most workplace health offerings, even the impressive-sounding ones.

They start when someone is already unwell.

Fast GP access

Quick physio referrals

Mental health pathways

All valuable and all necessary

But none of it asks the harder question:

Why are your people getting unwell in the first place?

At In-House Health Limited, we don't start with a service menu like a posh hospital.

We start with your workforce data and an understanding of the actual root causes of ill-health in your organisation before we design a single intervention.

We work with your leaders...

Because unhealthy leadership systems create unhealthy workforces.

We look at your operational culture...

Because no amount of wellbeing workshops or content fixes a broken environment.

And we measure outcomes...

not just activity.

The big providers will always have bigger infrastructure than me (for now)!

But I'll always ask the question they don't.

Why?

26/03/2026

I had the privilege of visiting the Havas Market UK team at their stunning new Circle Square offices in Manchester for our Initial Business Review kick-off meeting on Tuesday!

Walking into that space, the light, the design, the energy, I felt a moment of "wait, this is actually real."

This partnership is real

The £150k Havas Boost Business win is real

And the team backing In-House Health are genuinely invested in what we're building together 🥰

Amanda Pearce-Burton and Niki Lancaster spent a few hours with me, not just ticking boxes on a questionnaire, but really digging into where In-House Health Limited is now, where we're heading, and how Havas can amplify what I'm trying to achieve in the social care sector.

Key priorities we're aligning on include:

◇ Brand positioning clarity and helping me figure out what I'm actually known FOR. Right now I'm spread across too many spaces and it's diluting impact

◇ Marketing assets that close deals and turning clinical outcomes into professional case studies

◇ Thought leadership strategy and establishing In-House Health as THE voice when social care leaders think "workforce crisis"

◇ Tech development support and UX/UI expertise to make the platform client-facing logical and beautiful

But what struck me the most was they GET it!

They understand that I'm not building a wellness app. I'm building clinical workforce healthcare that prevents ill health before it destroys lives.

That distinction matters, and they see it 👀

Grateful doesn't quite cover it!

Let's go build something that actually matters to humans and our society 🫶

20/03/2026

Yesterday was spent at FemHealth Integrates 2026 at Citylabs Manchester 🩺

Diving into "Fostering greater equality across the healthcare industry" was fascinating, engaging and downright frustrating at times.

There was some brilliant sessions on the 'access gap in women's health', 'rethinking clinical trials', and how tech can finally close the data gap that's left women's health chronically underfunded and under researched for far too long.

But here's what kept coming back to me throughout the day... 80+% of the social care workforce are women.

Yet we have barely any data, research, or targeted support designed for this demographic.

We're building femtech for a whole range of pains, problems and challenges, which is brilliant and needed...

But what about the women delivering care, 12-hour shifts while managing perimenopause symptoms?

What about the women lifting, repositioning, supporting residents while dealing with pelvic floor issues nobody talks about?

What about the women leaving the sector because workplace support for their health needs simply doesn't exist?

One of the big themes yesterday was also how investors need to shift from traditional B2B SaaS thinking and understand that femtech businesses can make a HUGE difference in society AND yield great ROI with proper early-stage funding.

I'd add this... If we're serious about solving the social care workforce crisis, we need to design solutions for the people actually doing the work... And 80% of them are women.

Great to finally meet Amy Wild in person after being LinkedIn connected for ages, and catch up with Mark Duman MRPharmS, Vicky Protano, Victoria Bertenshaw, Holly Y, Hannah Churchman and Anja Ueland 📸

This is the kind of work that matters, but we need to see more funding and commercial support so that brilliant ideas and technologies sustain themselves long enough to reach the people (nearly always women) that actually need them 💙

19/03/2026

Sun is shining, weather is sweet... and Outstanding CQC ratings aren't achieved once and ticked off your sheet 😎

They're built, protected, and repeated!

I've been thinking a lot lately about what actually sits behind those ratings...

It's not perfect folders

It's not compliance checklists

It's not last-minute prep before inspection day

It's culture, consistency, and the day to day moments you never see written down!

After 24 years in healthcare, here's what I know...

Outstanding care is what happens when nobody's watching.

It's whether your team feels clear and confident about what good looks like.

It's whether support shows up in real moments, not just in policies.

It's whether people are genuinely thriving, or just surviving.

YES, the paperwork matters.

But it's never the point.

At In-House Health, I don't help organisations prep for CQC inspections.

I help them embed the long-term healthy practices that make Outstanding inevitable.

Through the M.E.T.A approach, I:

MEASURE what's actually affecting your team's health and performance

EVALUATE how those factors show up in your care quality and operational data

TRANSFORM and build systems and culture that support both staff and service userd

ANALYSE and track outcomes that matter: retention, absence, incidents, CQC ratings

Because here's the truth...

You can't deliver Outstanding care with a burnt-out, unclear, unsupported team.

When your workforce is thriving, your care quality follows.

When your systems are clear, consistency improves

When your culture is healthy, good practice sticks.

That's not something you achieve once

It's something you build, protect, and repeat

If you're leading a care service and want to move from paper compliance to embedded practice...

Let's talk 📩

18/03/2026

"We're so burnt out. We need more wellbeing support."

I see this a lot from care managers.

And I get it...

Teams are exhausted

Turnover is brutal

Staff are running on empty

But here's the uncomfortable truth I've learned after 24 years in healthcare.

Burnt out staff don't need another initiative...

They need CLARITY

One of the biggest misconceptions in social care is that improving wellbeing requires MORE staff time.

It doesn't!

What it requires is removing the chaos that's burning people out in the first place.

When I work with care providers through the M.E.T.A approach, we don't add more "wellbeing activities" to already overloaded teams.

We identify what's actually draining them...

Unclear expectations and constantly changing priorities

Poor communication that creates confusion and rework

Workload distribution that leaves some drowning while others coast

Lack of structure that makes every day feel like crisis management

Then we fix THOSE things!

The result?

One provider reduced workplace anxiety from 40% to 28% in 12 months.

Not by adding yoga sessions...

By creating clear structure, improving communication systems, and balancing workload fairly.

Clarity reduces cognitive load

Structure reduces stress

When teams know exactly what to deliver and why, consistency improves

Prevention becomes easier, not harder

Nobody tells you...

When you remove the systemic stressors causing burnout, your staff don't just feel better, your operational data improves too:

Lower sickness absence
Better retention
Fewer incidents
Improved CQC outcomes
Increased profitability

It's not about doing MORE!

It's about doing things DIFFERENTLY!

If your teams are burnt out and you're wondering what wellbeing intervention to add next...

Maybe the answer isn't adding anything.

Maybe it's removing what's breaking them!

Need support in this area, feel free to reach out.

In-House Health

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