Employee Wellbeing
A private wellbeing membership for every employee, written around what that person is actually dealing with.
Five minutes when a day goes wrong. Short sessions a manager can run with the team. Nothing to install, nothing to schedule, and nothing for you to run.
Five minutes, wherever they are
Most workplace support is built for a crisis. The BYIV 5 minute reset is built for the ordinary difficult days in between, when nothing is wrong enough to call anyone about.
Picture someone at eleven in the morning with more to do than the day will hold, and more still arriving. Nobody rings a helpline about that. So they push on, and by lunchtime they have been busy for three hours and finished nothing.
That is the moment the BYIV 5 minute reset is built for. They open one page, tap whichever situation fits, and type a line about what is actually going on. About ten seconds later they have a short written guide for that exact thing and a five minute audio to talk them through it. Headphones in, and nobody around them needs to know.
A BYIV 5 minute reset does not fix the thing that is worrying them. It gives them a few minutes to breathe and work out what they can actually do something about today.
There is a set of BYIV 5 minute resets for anyone at work, including feeling overwhelmed, not being able to switch off, not being able to focus, self doubt, money worries and dreading a conversation. There is a second set written for people who manage others, covering the situations most management training never gets to.
Build Your Inner Voice sits in front of your EAP, not in place of it
An Employee Assistance Programme is the right answer for the serious things, and Build Your Inner Voice does not replace it. Think of BYIV as the front door: the everyday pressure nobody phones a helpline about, dealt with in five minutes on the day it happens, so your EAP stays free for everything bigger.
If something bigger is going on
Every reset, team session and planner request goes through an automatic check for signs that someone may need more help. If there are signs, that person is shown free, confidential helplines such as Samaritans on the same page. In the most serious cases we are alerted so we can follow up, and their employer is never told. It is not a crisis or emergency service, and the page says so plainly.
If what they write is about something formal, like a disciplinary, a grievance or redundancy, they are pointed to their own HR team and to ACAS. We never give HR, legal or medical advice.
You never see what they wrote
What an employee types into a BYIV 5 minute reset is used once, to write their guide, and then it is gone. We do not store it, it never appears in your report, and it is never turned into a number or a category you can see. What you do get each month is counts only: how many people used it, and how many said it helped. You can also see which addresses have claimed a membership, which is there so you can give them out and take them back, and tells you nothing about whether that person has used theirs. Plenty of people will use this because of something happening at work, and for them that privacy matters even more.
The money bit
Poor mental health costs UK employers around £51 billion a year. Nearly half of that, £24 billion, is not sick days at all. It is people who are at work and cannot get anything done.
An EAP rarely reaches that £24 billion, because it is built to be called on when something is clearly wrong. The ordinary days, when someone is at their desk and getting nowhere, are the ones that go unsupported. Deloitte put the return on workplace mental health spending at £4.70 for every £1, and found the money comes back faster from support people use before things get bad.Deloitte, 2024
A review of 22 studies found that short breaks at work reliably cut fatigue and lifted energy.PLOS ONE, 2022 That is exactly what this is for.
Where the evidence sitsThe studies we cite tested the methods we use, such as self-affirmation, cyclic sighing and team debriefs. They are not trials of Build Your Inner Voice itself. What we have built is a quick, private way to get those methods to someone on the day they need them. Every study, named and dated
Built for the whole workplace
Every person gets their own membership. On top of that there is something for teams, and something for the people who run them.
For every employee
One private page with everything on it: the BYIV 5 minute resets, personalised affirmation tracks built around the goal they describe, a personalised 66 day planner to print, a weekly affirmation, the 30 day challenge and a listening tracker.
They activate once with your team code, then open their page any time at buildyourinnervoice.com/my/ with the email address they used. No app to download and nothing to install.
For teams
Anyone on the team can describe what the team is dealing with and choose how long they have: 10, 20 or 45 minutes. Back comes a short, timed session to run in a normal meeting, starting with a short breathing pause. Two weeks later we send a 10 minute check-in to run as the follow up, so it is not a one off.
A session can be built around too much work and not enough time, a big deadline coming, a change nobody has the full picture of yet, picking things back up after something went wrong, a team that has gone quiet, or new people joining.
For managers and founders
A second set of BYIV 5 minute resets, written for the situations that come with managing people: the feedback you keep putting off, presenting to senior people, a good person handing in their notice, news the team will not like, a decision only you can make, and payroll worries if you are the one paying everybody.
Safe to use at workTeam sessions stay about the whole team. They never single anyone out, never ask people to share news or rumours, and anything formal is pointed to HR and ACAS. Each session uses a method with evidence behind it, such as imagining a project has already failed before a deadline, or a blame free look back after a mistake.
For leaders who want their people to back themselves
You probably have someone in mind already. The person with a good idea who never quite says it in the room. Someone quietly dealing with something outside work. Someone who used to have real drive and is running on empty.
You cannot fix any of that for them, and it would not be your place to try. What you can do is put something genuinely useful in their hands and let them use it their own way.
Most wellbeing benefits are a library. Someone signs the contract, everyone gets a login, a handful of people open it once. The content is the same for all of them, so it never feels like it is about them, and most never go back.
This is written one person at a time. They say what they are working on, in their own words, and everything they get back is built around it. Confidence before a room full of senior people, sleep, money worry, or something happening well outside work altogether. They can change it whenever they like.
None of it takes more than a few minutes, and it waits for them: on the commute, at lunch, at three in the morning. There is nothing to attend, nothing to keep up with, and nobody checking whether they used it.
The quickest way to judge any of this is to try it on yourself. Our quiz asks ten questions about the way you speak to yourself, then writes you a result out of your own answers, which is the same idea as a track in miniature.
Try the 2 minute quiz yourself
It takes two minutes, and nobody at your organisation sees your answers.
Support for menopause at work
It is one of the few things that reliably affects how well someone can work, and one of the very few that almost nobody mentions at work.
People still say ‘women of a certain age’, usually meaning no harm by it, and for most workplaces that phrase is about as far as the conversation ever gets. Two thirds of women aged 40 to 60 going through it say it has had a mostly negative effect on them at work, more than half have been unable to come in at some point because of it, and only a quarter say their employer offers a policy or any support at all.CIPD, 2023
So a great many capable people quietly manage two or three years of broken sleep, lost words and lost confidence without telling anyone at all, and some of them leave rather than ask for help. More than a quarter say it has held their career back, and around one in six has thought about giving up work altogether because of it.
In March 2026 the government published guidance asking employers to offer workplace adjustments for menopause. The two things it presses hardest for are also the two that are hardest to simply buy in: support that fits the individual rather than the category, and managers who are able to have the conversation without making things worse.GOV.UK, 2026
For the person
Nobody has to name a symptom, fill in a form, or tell anyone at work anything at all. They choose what they are working on, and everything they get back is written around that choice. If sleep is the problem they get the sleep work, if their confidence has gone they get the confidence work, and if their words keep deserting them ten minutes before a meeting, there is a BYIV 5 minute reset written for exactly that, at the moment it is happening.
For the manager
For a manager the hard part is almost always the conversation itself, and the fear of saying the wrong thing and making it worse. Managers get their own set of BYIV 5 minute resets, written for their own side of the job, and the one that matters most here is the difficult conversation you have been putting off. It is written for the manager's own head in the few minutes before they walk in, rather than being a script to follow once they are in there.
For you
It sits alongside your HR policy, your occupational health provider and whatever adjustments process you already run, and it asks nothing of any of them. When somebody asks what you offer, you can point at something concrete, without first having to build a programme or put a room full of managers through training.
What we are careful not to sayMenopause is not an illness, and we are not a medical service. We do not diagnose anything, treat any symptom, or give medical advice, and none of this replaces your occupational health provider, your HR policy or somebody's GP. What the research shows is that symptoms affect work, and that the guidance now asks for support built around the individual. NICE says talking therapy should be considered for menopause symptoms, alongside or instead of HRT. Build Your Inner Voice is not therapy and does not claim to be. It is the everyday, practical end of the same idea, which is what somebody says to themselves at three in the morning, or ten minutes before a meeting on a day when their concentration has deserted them.NICE NG23
What every employee receives
Unlimited personalised tracks
Affirmation audio written around the goal each employee describes, in the voice and over the sound they choose, as often as they need it.Fair use policy applies.
Twelve areas, each written differently
Sleep works on putting down whatever is still undone before bed, money widens attention back out from the shortfall, and confidence pairs belief with a next step. The employee picks their own, and can change it at the start of any month.
30-day challenge
Thirty short daily emails, each written for the focus that person chose: something to hold in mind that day and something small to do with it. Entirely optional, and they can start any day.
Weekly affirmations
A gentle affirmation each week, tuned to the focus that person chose, in rhythm with the lunar cycle.
Gratitude practices
A short pause to notice one good thing, woven into the weekly affirmation and deepening at each full moon.
Monthly focus reset
On the first of each month, a quiet moment to keep the same focus or choose a new one as life moves.
Gentle listening tracker
A no-pressure way to tick off the days they listen to their tracks. Missing a day doesn't undo anything, it's just a quiet nudge if it helps.
Welcome guidance
A short, warm series over the first few weeks, helping each person get the most from every track they make.
66 day habit planner
Each employee says what they want to be different, and gets a plan written for that: 66 small daily actions, one a day, as a PDF to print and keep. The length comes from the research into how long habits take to settle.
Their own membership page
One private page with everything in their membership, opened by a link only they have. When a membership ends, it closes.
Why employers choose Build Your Inner Voice
It asks almost nothing of you, and your team get something that is genuinely theirs.
Nothing for you to run
One invoice and one team code. Your employees enter it at buildyourinnervoice.com/activate and their membership starts there and then. No software, no training, no rota, and nothing for you to run.
Used on an ordinary day
Five minutes at a desk, at the moment it is needed, so a difficult morning is dealt with before it builds into a difficult month. Most wellbeing benefits are built for the point where something has already gone wrong.
Personal to each employee
Everything is written around the thing that person said they are working on, and they can change it whenever they like. Nothing is assigned to them by you or by us.
Private by design
For anything about use, you see numbers and never names. Usage is only ever shown from 3 people upwards, and the ‘felt better afterwards’ figure only once there are at least 5 answers, so no individual can be picked out.
Safe to use at work
Team sessions never single anyone out and never ask for news or rumours. Anything formal is pointed to HR and ACAS. It never gives HR, legal or medical advice, and it never sets your team against you.
Easy to sign off
Nothing to install, no employee list to upload and no integration with your systems. We will send your IT and legal teams a short data and security sheet before you buy.
For IT, legal and procurement
The short version, so nobody has to go digging. The full data and security sheet is one email away.
Nothing to install
Web pages, opened by a private link. No app, no browser extension, no access to your network or devices, and no single sign on project.
No employee data from you
You give us your own contact details for billing, and a team code to pass on. Employees activate themselves with their work or personal email, so you never send us a staff list.
What is kept, and for how long
A membership record while the membership is open. What someone types into a reset is used once to write their guide and is not stored. The usage record holds no names, no emails and nothing anyone wrote, and is deleted after 100 days. Audio tracks are deleted after 90 days.
Special category data
What people write may touch on health or personal circumstances, so we treat it as special category data under UK GDPR and handle it accordingly. It is never shared with you.
Who processes it
Automation on Make (EU), writing by Anthropic, voice by ElevenLabs, delivery by Bunny and Google, audio mixing on Railway, payments by Stripe. The full sub-processor list is in the data sheet.
When it ends
When your membership ends, the team code closes, the private pages stop opening and the membership records are removed the next morning. Anyone who wants to keep going can take out a personal membership in their own name, separate from your account.
Employer Membership
Employers receive exclusive workplace pricing, and the rate per employee comes down as your team grows. One simple invoice, and every employee receives the full membership.
Start with five people, not the whole company
Five is the smallest team membership, and it is designed to be a pilot. Pick the team under the most pressure, or simply the people who put their hand up. There is no long contract and no notice period: tell us and it ends at your next renewal, so the most you ever have at stake is one month for five people. You see how it lands before you decide anything else, and you add employees as you grow, moving to the better rate as you reach it.
More than 20?
setup
£13 per employee, or better
Contact us for a tailored setup.
Enquire Now- ✓One monthly invoice
- ✓No long contract. Tell us and it ends at your next renewal.
- ✓A team activation code, and a private membership for each employee
For many businesses, employee wellbeing costs may be treated as a business expense. Please check with your accountant or tax adviser regarding your own circumstances.
An invitation, to a limited number of organisations
We're inviting a small number of organisations to become Founding Employer Partners. The first workplaces to offer this to their teams, and the ones whose experience shapes how it grows.
- Lock in your founding employer rates, for as long as you maintain a minimum of five active employee memberships.
- Help shape future workplace features through your feedback, spoken to directly rather than through a form.
- Receive early access to relevant workplace improvements, where appropriate for your organisation.
Once you have had a few months of it, we will ask whether you would be happy to say a few words about how it landed, in your own words and only if you want to. That is how the next employers will judge this, rather than on figures from someone else's research.
Places are limited, and taken in the order they're confirmed.
Become a Founding EmployerWhat your team writes stays private
We never tell you what anyone chose, wrote, or how often they listen. You get numbers, not names: how many memberships are in use, and a short monthly email with team totals. That's deliberate. People only use something like this if they're certain it isn't being reported back. If they suspect someone is reading, it sits unopened.
Start your employer membership
Tell us a little about your team and you go straight to secure checkout. Your team activation code arrives by email the moment payment goes through. If you'd rather talk it through first, choose that below instead.
Workplace questions
How do employees get access?
The moment your payment goes through, your team activation code lands in your inbox. Pass it to your team however suits you.
Each person goes to the activation page, enters the code and their own email address, and their membership is created there and then, private to them. The code works exactly as many times as the number of memberships you hold, so nobody outside your team can use it.
Can we see what our employees write or choose?
No. Each employee membership is private to that person, and nothing they write, choose or listen to ever comes back to you. You see how many memberships you hold, how many are in use, and which email addresses have claimed one, so you can hand memberships out and take them back when people leave. That list is there to help you organise memberships. It is not a record of who has used one. You also get a short monthly email with team totals, like how many people used the tools. Small numbers are never shown, so nobody can be picked out.
We handle it exactly as we do for any individual member. Their words are used to write their affirmations, and nothing else. The details are deleted on the timescales set out in our notice. What we won't do is report any of it to an employer.
What happens when someone leaves?
Email us their name and we release that membership. Then either hand it to someone else, who gets a fresh code and their own private membership, or drop the seat and your next invoice reduces. You need to stay at five or more active memberships.
There's no charge for swapping someone, and no limit on how often you do it. The person leaving keeps nothing of yours, and the person arriving inherits nothing of theirs.
How does billing work?
One monthly invoice for your whole team. The rate is £15 per employee from five memberships, £14 from ten, and £13 from twenty. Add employees as you grow and the invoice adjusts, including the drop to a better rate when you reach it. There's no separate setup fee.
Does this replace our EAP?
No, and we would not want it to. An Employee Assistance Programme is the right answer for the serious things, and it should stay exactly where it is. This sits in front of it: the everyday pressure nobody rings a helpline about, handled in five minutes on the day it happens. Used that way, fewer things grow into the kind of problem that needs the EAP.
What happens if someone is really struggling?
Every reset, team session and planner request goes through an automatic check for signs that someone may need more help. If there are signs, that person is shown free, confidential helplines such as Samaritans on the same page, and in the most serious cases we are alerted so we can follow up. You are never told, because being watched is exactly what stops people using something like this.
It is not a crisis or an emergency service, and every page says so. If what they write is about something formal, like a disciplinary, a grievance or redundancy, they are pointed to their own HR team and to ACAS.
What will our IT and legal teams need?
Very little. There is nothing to install, no access to your network or devices, no employee list to send us and no single sign on to set up. Employees activate themselves with a team code, and everything runs in the browser.
We keep a short data and security sheet covering what is collected, how long it is kept, who processes it and what happens when a membership ends. Email hello@buildyourinnervoice.com and we will send it the same day.
Is there anything for managers and teams, or is it all individual?
Both. Every employee gets their own private membership. On top of that, anyone can plan a team session: they say what the team is going through, pick 10, 20 or 45 minutes, and get back a short timed session to run in a normal meeting, with a 10 minute check-in two weeks later. Managers and founders also get their own extra set of resets for the hard parts of running people, from feedback they keep putting off to a good person handing in their notice.
Is this therapy or a health service?
No. This is a personal-development and wellbeing tool built around affirmations. It doesn't diagnose or treat anything, and it isn't a replacement for therapy, counselling or medical care. It sits alongside whatever support you already offer.
Can we start small?
Yes. Five memberships is the minimum, and plenty of organisations begin there and add more later. Adding employees doesn't mean starting again: your company account stays the same and new memberships simply join it.
Give your team something that's genuinely theirs
Something personal that each employee shapes for themselves, and can come back to all year.
Looking for an individual membership? See personal membership