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In-House Health

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In-House Health

We work with digital tech organisations using a data-first approach to establish and eliminate the root cause of issues such as burnout.

Our M.E.T.A Programme provides insightful data and actionable strategies so you can retain talent and improve growth.

30/09/2025

📢 Some more good news...

I've been relatively quiet lately, working hard behind the scenes on In-House Health Limited, but I'm thrilled to share that we've been shortlisted in the final 11 for Leading Technology / Digital Innovator at the This Is Manchester Awards®️ 2025! 🚀

This marks my third shortlist in as many weeks, alongside two categories at Computing's Women in Tech Excellence Awards (Founder/Entrepreneur of the Year and Problem Solver of the Year).

For a bootstrapped digital health startup tackling the £43bn problem of work-related ill health, this recognition of our progress feels particularly meaningful.

No venture capital.

No hype.

Just genuine innovation combining 23 years of clinical expertise with cutting-edge technology to create measurable impact across Greater Manchester's workforce and beyond.

From our AI partnership with the University of Manchester developing predictive health data analytics, to reducing workplace anxiety by 30% in social care organisations, to literally preventing heart attacks through workplace health screenings; We're proving that Manchester can lead digital transformation in traditional industries.

Proud to be recognised alongside some incredible Manchester innovators.

Looking forward to celebrating at Emirates Old Trafford on November 6th! 🎉

Onwards! 💪

29/09/2025

"Is your organisation's mission worth destroying the people trying to deliver it?"

84% of nurses leaving for health reasons say their role WORSENED their mental health.

These aren't people who lack resistance, purpose or don't believe in their mission.

They're professionals who've been systematically damaged by poor workplace design.

Organisational Leaders listen up.

Your mission doesn't protect people from:

❌ Excessive workloads
❌ Poor management
❌ Inadequate resources
❌ Toxic cultures
❌ Unrealistic expectations

Having a worthy cause doesn't give you license to burn out your workforce either.

In fact, it makes it WORSE
when you do.

The most successful organisations understand this...

Sustainable mission delivery requires sustainable working conditions.

They measure what's making work unsustainable and fix it systematically.

They treat employee wellbeing
as mission-critical, not mission-optional.

Because what's the point of changing the world if you destroy the people trying to help you do it?

Time to start measuring what matters.

27/09/2025

"How do you prevent your workforce from becoming the latest casualty statistics?"

Healthcare workers leaving because their job damaged their health isn't just a healthcare problem, it's a preview of what happens when organisations ignore systematic workplace health and wellbeing.

The warning signs are clear:

🚨 High performers burning out despite loving their mission

🚨 People leaving for "health reasons"

🚨 Wellbeing initiatives that don't address workload/culture

🚨 Expecting dedication to overcome poor working conditions

The solution isn't more resilience training or mindfulness apps.

It's measuring what's actually making work unsustainable and fixing it systematically.

The M.E.T.A approach for organisations:

MEASURE stress causes across all levels

EVALUATE systemic issues, not individual failings

TRANSFORM with evidence-based interventions

ANALYSE impact and adapt continuously

Because purpose without sustainable working conditions isn't inspiration, it's exploitation.

26/09/2025

"What does it mean when the people dedicated to healing others are leaving because the job they do is making them sick?"

The latest NMC (The Nursing and Midwifery Council) data is devastating:

🚨 13% of nursing departures cite health problems as the main reason

🚨 84% of health-related leavers say their role WORSENED their mental health

🚨 70% report negative impact on physical health

🚨 This trend continues for the THIRD consecutive year

Let that sink in.

The profession dedicated to healing people is systematically making its own practitioners unwell.

The irony is brutal.

We're losing experienced healthcare professionals because the job damages their
health, then wondering why we have staffing shortages and care quality issues.

But here's the question every leader should be asking.

If this is happening in healthcare, a sector with
clear purpose, meaning, and social value, what's happening to your workforce?

Purpose isn't protection from poor workplace design.

Mission doesn't shield people from toxic working conditions.

24/09/2025

"What are the top 3 ways to create more inclusive workplaces for better retention and productivity?"

It's Inclusion Week, and while everyone's talking about values, let's focus on what actually works.

Here are 3 evidence-based strategies that improve both inclusion AND business outcomes:

1. MEASURE Inclusion Like You Measure Revenue.

Stop guessing about inclusion and start tracking it:

🫶 Employee resource group participation rates
🫶 Speaking time distribution in meetings
🫶 Promotion rates across demographics
🫶 Exit interview themes by identity groups

You can't improve what you don't measure.

2. TRAIN Managers to Spot Exclusion Patterns.

Most exclusion happens in micro-moments that managers miss.

😬 Who gets interrupted in meetings?
😬 Whose ideas get credited to others?
😬 Who's expected to be the "diversity spokesperson"?
😬 Who gets developmental feedback vs. just praise?

Train your managers to see these patterns and intervene.

3. CREATE Psychological Safety Through Structure.

Don't rely on "good intentions", build inclusion into your systems:

✅️ Anonymous feedback mechanisms that are actually used
✅️ Meeting formats that ensure everyone contributes
✅️ Clear escalation processes for bias incidents
✅️ Regular inclusion pulse surveys with published results

The result?

Companies with inclusive cultures see:

● 67% higher productivity
● 2.3x higher cash flow per employee
● 70% lower turnover rates

Inclusion isn't just morally right, it's economically essential.

23/09/2025

Spending a few days in London for a mix of business and pleasure...

Any recommendations on new or quirky things to do in my down time?

I climbed Horizon 22 yesterday (in a lift obvs 🤣) for some of the best views over the city. 58 floors high, towering Monument and Sky Garden.

I visited Pitch London for some golf practice and fun (those two are not normally mentioned in the same sentence 😬)! A great set up and cool vibes and good news one is opening in Spinningfields Manchester soon ⛳️

Then I had a stroll around Leadenhall Market, where they filmed The Leaky Cauldron Pub in the 1st Harry Potter film. I also found the most gorgeous bakery (buns from home) and bought treats for others as I'm coeliac and can't eat them 🙃

A few meetings this morning and then I've got late afternoon to explore, so all ideas welcome 🙏

22/09/2025

"Why is psychological safety essential for both inclusion AND workplace health and wellbeing?"

It's Inclusion Week 2025 with the theme "The Time is Now" and there's never been a more critical moment to understand the connection between inclusion and workplace health.

The data tells a stark story:

🚩 Employees from underrepresented groups experience 25% higher rates of workplace stress

🚩 Microaggressions and exclusion directly impact mental health and performance

✅️ Inclusive workplaces see 50% lower burnout rates across all demographics

Here's what the healthcare crisis teaches us about inclusion:

When 84% of nurses say their job worsened their mental health, we need to ask is this impact felt equally across all groups? Or are some bearing a disproportionate burden?

The evidence shows that workplace health, wellbeing and inclusion aren't separate issues, they're
interconnected systems:

✅ Psychological safety enables people to speak up about stress before it becomes crisis

✅ Inclusive cultures reduce the additional stress of being "the only one"

✅ Diverse perspectives improve problem-solving around workplace health challenges

✅ Belonging reduces isolation, a key factor in workplace mental health

The time IS now.

Not just for inclusion, but for understanding that true workplace health and wellbeing requires environments where everyone can thrive.

18/09/2025

"How do you prevent working conditions from becoming so dangerous they require regulatory intervention?"

I asked myself this question recently, following my LinkedIn post about the death of an overworked 35-year old Microsoft employee (https://lnkd.in/eKN29WXn) and then the latest from my Well Then... newsletter (https://lnkd.in/eGdu5XTu) that reports the CQC found care home staff working weeks without days off, creating "risk of harm" to everyone involved.

Ine thing's for sure, this didn't happen overnight.

It was the predictable result of systematic failures:

🚩No emergency staffing plans
🚩Unsustainable workload expectations
🚩Treating people like machines
🚩No measurement of staff health and wellbeing

But here's what every leader should be asking...

What would happen if YOUR workplace was inspected for "risk of harm" due to working conditions?

Healthcare has regulators.

Most sectors don't.

That doesn't mean the damage isn't happening.

Warning signs to measure:
📊 Hours worked vs contracted hours
📊 Time between shifts
📊 Days off taken vs. days owed
📊 Stress-related absence patterns
📊 Exit interview themes

The organisations avoiding special measures?

They're measuring these indicators and acting on the data BEFORE someone gets hurt.

17/09/2025

🎉 More good news!

Just last week I shared that I'd been shortlisted as Founder of the Year at Computing's Women in Tech Excellence Awards... well, it turns out there's more to celebrate!

I'm absolutely thrilled to announce that I've also been shortlisted in the top 15 for Problem Solver of the Year at the same awards! 🚀

Being recognised in not one, but TWO categories feels incredibly surreal for this former NHS nurse turned healthtech founder.

When I left the NHS in 2016, frustrated by treating symptoms instead of causes, I never imagined I'd be here.

The Problem Solver category feels particularly meaningful as it's exactly what I set out to do with In-House Health Limited.

We're tackling the £43bn problem of work-related ill health by applying clinical expertise and AI technology where it's never been applied before, using our M.E.T.A Programme® to identify and eliminate root causes rather than just putting plasters on symptoms.

From preventing heart attacks through workplace health screenings to reducing workplace anxiety from 40% to 28% in organisations, we're proving that sometimes the most disruptive thing you can do is apply proven clinical expertise to create genuine solutions.

Looking forward to November in London - what an incredible year this has been! 🙌

📸 A picture of me attempting a lift selfie with my Innovator of the Year Award in 2023 🤣

15/09/2025

"What does it mean when care home nurses are working weeks without a single day off?"

The CQC just placed Birmingham care home in special measures after finding "risk of harm" due to nurses working excessive hours without days off.

One example:

A nurse worked late shift 🚩 A night shift 🚩 AND a late shift on the same day.

Another:

Employees working "several weeks" without a day off 🚩

The CQC's verdict?

This placed "staff and residents at risk of harm due to staff fatigue."

But here's the uncomfortable question... how many organisations are creating similar conditions without
regulatory oversight?

Healthcare workers have the CQC documenting when working conditions become dangerous.

Everyone else?

You're flying blind.

Signs your workplace might be heading toward "risk of harm":

🚩 People regularly working excessive overtime
🚩 No emergency staffing plans
🚩 Burnout normalised as "dedication"
🚩 Staff leaving due to workload levels

The fix isn't more resilience training.

It's a systematic measurement of what's actually making work
unsustainable.

12/09/2025

"Why are we surprised that workplace stress is rising, when mental health treatment takes months to access?"

Quick reality check for every organisation with an EAP:

If your employee needs mental health support today, they could be waiting 6+ months for NHS treatment.

If you're lucky your EAP might get them a phone call next week.

That's not mental health support... that's crisis management.

Meanwhile, the root causes of work-related stress continue unchecked:

🚩 Excessive workloads
🚩 Poor management styles
🚩 Inadequate resources
🚩 Toxic workplace cultures
🚩 Poor communication
🚩 Lack of trust and autonomy

The organisations succeeding in attracting and retaining top quality employees?

They're not waiting for people to break, then hoping the NHS can fix them.

They're measuring what's making people stressed and addressing it systematically.

Because here's the uncomfortable truth... prevention is now your only option.

The treatment system can't keep up with demand.

11/09/2025

"How do you prevent workplace mental health problems when the NHS can't treat them?"

With 1.7 million people waiting for mental health treatment, the harsh truth is that workplace prevention
has become essential, not optional.

But here's what doesn't work:

❌ Hoping your EAP will solve systematic problems

❌ Meditation apps for overworked teams

❌ "Resilience training" instead of fixing toxic workloads

❌ Waiting until people break, then expecting the NHS to fix them

What actually works:

✅ Measuring what's causing workplace stress

✅ Addressing root causes, not just symptoms

✅ Treating workplace health as a business strategy

✅ Preventing problems instead of managing crises

Our solutions are built on the M.E.T.A methodology:

MEASURE what's actually happening

EVALUATE the root causes, not
assumptions

TRANSFORM with evidence-based interventions

ANALYSE results and adapt continuously

Because when the treatment system is this overwhelmed, prevention isn't just morally right, it's economically essential for your people and your business.

Address

HOST
Salford
SK45

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+441615100999

Website

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

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