MYNDUP is a B2B employee wellbeing platform that provides mental health support, personal coaching, and professional development for employees. It is designed for HR leaders and People teams at mid-market and enterprise companies who want a proactive approach to workplace wellbeing, not one that only kicks in when someone is already struggling.

Traditional EAPs are reactive. They respond only after an employee is already in crisis. MYNDUP takes a proactive, preventative approach, providing wellbeing support before employees reach that point. The result is better outcomes for employees and measurable business benefits including reductions in absence, improved retention, and higher productivity.

Yes. MYNDUP works alongside an existing EAP, or it can replace one entirely. Many of our clients started by running MYNDUP in parallel with their EAP and found that employee engagement with MYNDUP was significantly higher, with usage rates averaging 6x that of a traditional EAP. Some have since chosen to replace their EAP altogether.

MYNDUP offers a suite of employee wellbeing services including one-to-one mental health support (therapy, counselling, and coaching), wellbeing workshops, leadership coaching programmes, a self-serve wellbeing library, and a 24/7 helpline. Employees choose the type of support that suits them, and HR teams get a structured, ongoing approach to workforce wellbeing rather than a one-off intervention.

Yes. MYNDUP is trusted by HR teams across 50+ countries, making it a strong fit for organisations with internationally distributed workforces alongside UK-based operations.

MYNDUP is designed for mid-market and enterprise organisations, typically those with 500 or more employees. It is used by HR Directors, Heads of People, and Wellbeing Leads who need a scalable, measurable approach to employee mental health and development.

Yes. MYNDUP's services include professional development alongside mental health support and personal coaching. McCann Manchester used MYNDUP to support both personal and professional growth for their employees, as part of a broader approach to workplace wellbeing.

Employees can book a one-to-one session with a therapist, counsellor, or coach within 12 hours. Compare that to the average EAP wait time of almost 9 days, or 4 weeks through the NHS. Fast access means small issues get addressed before they become bigger problems.

Yes. Employees browse practitioner profiles, read bios, and choose the person they feel most comfortable with. They can also change practitioner at any time or see more than one. Finding the right fit is important, and MYNDUP gives employees full control over that choice.

Employees access MYNDUP through a web app. There is nothing to download or install, which makes rollout straightforward for HR teams regardless of the devices or operating systems used across their workforce. Sessions are held via video, and employees can keep their camera on or off.

Every practitioner goes through a rigorous four-stage vetting process. This includes an initial video interview for suitability and culture fit, a full check of qualifications and professional accreditations (only gold-standard bodies are accepted), a review of client testimonials and references, and a comprehensive face-to-face interview with senior practitioners. MYNDUP also uses secret shoppers to continually monitor session quality.

MYNDUP can be up and running in a matter of days. There is no complex integration or IT involvement required. Once your organisation is set up, employees can start booking sessions immediately.

Yes. MYNDUP provides communications support and launch materials to help HR teams introduce the service to their employees. This includes awareness content, mental health resources, and ongoing engagement support such as awareness day campaigns and wellbeing content for internal channels.

Yes. MYNDUP offers pilot programmes so organisations can trial the service with a smaller group before a full rollout. It is a straightforward way to see employee engagement and impact data first-hand before making a broader commitment.

MYNDUP operates on a pay-for-what-you-use model, meaning organisations are not locked into paying for unused sessions or fixed seat licences. This makes it a cost-effective option for HR teams who want to offer meaningful employee wellbeing support without committing to flat-rate contracts regardless of uptake.

MYNDUP is designed to be flexible. Contract terms are tailored to your organisation, and there are options for shorter commitments if you want to start small. Your account manager can walk you through what works best for your situation during a demo.

MYNDUP is built to flex to any budget. Tell us what you have available and we will tailor the offering to fit. The pay-for-what-you-use model means you are not paying for services that go unused, and our team can help you prioritise the features that will have the biggest impact for your workforce.

Absolutely. Employee names and session details are never shared with the employer. Employees do not need permission from their manager or HR team to use MYNDUP. Confidentiality is fundamental to how the service works, and it is one of the reasons engagement rates are so much higher than traditional EAPs.

HR teams receive anonymous, aggregated usage and outcome data. This gives you visibility into engagement levels and the impact MYNDUP is having across your workforce, without ever identifying individual employees. It is designed to help you demonstrate ROI to senior stakeholders and the board.

Companies using MYNDUP have reported a 59% decrease in employee absence, a 55% increase in staff retention intent, and a 73% productivity improvement following a session. Employees consistently give MYNDUP 5-star ratings, and clients including Bilfinger, Savills, and Monzo have reported measurable improvements in workforce wellbeing.

Bilfinger reported a 66% reduction in absence rates after implementing MYNDUP's employee wellbeing programme, showing how proactive mental health support can have a direct, measurable impact on workforce attendance and business performance.

97% of Savills employees who used MYNDUP reported lower levels of stress, anxiety, and depression. That is MYNDUP's model in practice: consistent, accessible support that helps employees before problems escalate rather than responding after the fact.

Yes. Monzo's workforce voted MYNDUP their most valued employee benefit, and Otherway employees rated it the benefit they valued most. MYNDUP consistently receives 5-star employee ratings, with strong uptake across different types of organisation.