WORKFORCE REPORT
What your business learns from Workplace Health Screening and what remains confidential
Registered Nurse-led | Delivered at your workplace | Confidential individual results | Anonymised employer reporting
Workforce Report
The employer report is prepared separately from employees’ personal health records.
It combines anonymised clinical, behavioural and workplace findings to show patterns across the participating group. Its purpose is to help HR and leadership decide where attention is most likely to be useful.
Individual health results are never included.
A report designed for decisions
The report is written for founders, HR directors and people leaders rather than clinicians.
It explains:
- what was assessed
- how many employees participated
- the main workforce findings
- areas that appear to be working well
- issues that may warrant attention
- how different findings may overlap
- practical priorities for the organisation
- any areas where specialist support may be appropriate
The main report is concise enough to use in a leadership meeting, with supporting detail available where needed.
Our report covers the areas that can make a tangible difference to how your business operates
Workload and capacity
Whether employees generally feel able to complete their work within normal hours and remain in control of their priorities.
Energy and recovery
Sleep, ability to switch off, morning tiredness, end-of-day energy and signs that recovery may not be keeping pace with demand.
Mental wellbeing
Anonymised patterns from validated anxiety and depression screening, together with employees’ reported ability to function at work and at home.
Cardiovascular and metabolic health
Group-level patterns in blood pressure, body composition, cholesterol, glucose control and other relevant clinical measures, depending on the screening level chosen.
Musculoskeletal health
Recurring pain, discomfort, physical limitations and workplace factors that may contribute to musculoskeletal strain.
Absence and presenteeism
Reported sickness absence, working while unwell and the effect illness has on normal productivity.
Support and retention
Whether employees feel able to raise concerns, believe they would be supported when struggling and have recently considered leaving.
Employee priorities
The types of support employees say they would value and the changes they believe would most improve their ability to work well.
Evidence-backed strategy, not guesswork
Many workplace health initiatives are rolled out before the actual problem is properly understood.
A business might introduce a stress management workshop when the real bottleneck is workload. They might invest in an app when employees would far prefer to speak confidentially to a clinician. Praxis takes the guesswork out of wellbeing spend, helping HR and leadership uncover what is genuinely happening across the team before committing budget to a solution
What the report does not contain
Every Praxis report will be comprehensive and identify the most critical health and HR considerations for your business.
However, the organisation will not receive:
- names
- personal test results
- consultation notes
- individual mental health scores
- medical histories
- information about a particular employee’s concerns
- data from groups too small to protect anonymity
- assumptions about who may be represented within a finding
Praxis will not help an employer identify an individual from the report.
Turning findings into sensible action
Not every finding requires a new programme or provider.
Recommendations may include:
- reviewing workload within a particular function
- improving employees’ ability to take proper breaks
- addressing a recurring source of musculoskeletal strain
- promoting an existing benefit more effectively
- offering an on-site flu vaccination clinic
- providing access to targeted sleep, nutrition or stress support
- improving management conversations around health
- introducing suitable occupational health provision
- repeating screening annually to monitor change
The aim is to identify a manageable number of priorities, not produce a shopping list of wellbeing initiatives.
Protecting what already works
A workforce report should not assume that something is wrong.
It may show that employees feel supported, workloads are sustainable and health indicators are broadly positive. These are useful findings because they identify strengths the organisation should preserve as it grows.
Reporting threshold
Anonymised employer reporting is normally available where at least ten employees participate.
This threshold helps protect confidentiality. For smaller teams, individual health assessments can still be arranged, but an aggregated employer report may not be appropriate.
