The reality
Engagement surveys lag the reality. EAP utilisation sits in single digits. The people who would benefit most rarely raise a hand. By the time HR knows, the resignation letter is already drafted.
In a team of thirty
Five are struggling. That’s 1 in 6. Of those five, four stay silent at work.
Working days lost · GB · 2024/25
working days lost to work-related stress, depression, or anxiety. Each one is a person who couldn’t come in.
The bill UK employers pick up: £51 billion a year.
Spread across the UK’s workforce, that’s about £1,500 a year for every employee. For a team of 1,000, roughly £1.5 million.
HSE Labour Force Survey, published 20 November 2025 · Deloitte, “Mental health and employers: Refreshing the case for investment”, May 2024 (revised down from £56bn in the 2022 edition). Per-employee figure is £51bn across the ~33 million people in work in the UK (ONS Labour Market Overview, 2025); an illustrative average.
How it helps
We spent a long time talking to CPOs, Heads of People, and the employees they worry about most before building anything. These are the three things they kept asking for.
Engagement surveys ask the wrong questions and people answer them strategically. Real worries get told late, to the wrong person, or never. The work conversations that need an outside ear rarely get one. Coaching at scale is expensive enough that only senior leaders ever get it.
Poyntr is there whenever someone wants to think out loud. Text or voice. No appointment. Their data is theirs. Their manager never sees what they said.
A new line manager is asked to handle performance, retention, wellbeing, conflict, growth, and feedback, often with very little training. “Have a one-to-one” is the standard answer. The standard answer is not enough.
Poyntr gives every employee an always-on coach so the manager doesn’t have to be one. Managers see anonymised team patterns. Never an individual’s words.
Headcount-level wellbeing is hard to read. Engagement scores lag the reality. Personal monitoring crosses a line. So most people teams react late, with insufficient context, and pay the cost in retention.
Aggregated team-level signals: burnout indicators, decision-avoidance patterns, sentiment shifts. K-anonymity cells. Managers and HR see the shape of the team, never the words of any one person.
Honest by design
We listen.
Across text and voice. Pauses, edits, the words you write then delete, the breath before a difficult sentence. The patterns even good coaches miss.
We don’t report it.
How you typed never reaches your manager, HR, or a productivity score. Typing patterns shape what your coach asks next. They never shape your appraisal.
We notice.
Decision avoidance, growth signals, burnout indicators, sentiment shifts. The things behind the work.
We don’t tell your manager.
Managers see anonymised team patterns. Never an individual’s words. Never who said what.
We document for you.
Each person owns their own coaching record. Export it, delete it, take it with them when they leave.
We don’t share with HR without you.
Anything that travels to HR or an EAP travels because the employee chose to send it. We never volunteer it.
This isn’t a privacy policy.
It’s how the system is built.
What we won’t repeat
We’re not the first AI surface a workforce will meet. The platforms before us were built to maximise engagement, productivity scoring, or data harvest. The harms showed up in fines, lawsuits, and leaked internal documents. Every architectural choice in Poyntr started from those receipts.
Privacy & compliance
Privacy isn’t an extra we added later. From how we store data to how we ask the AI to respond, every decision starts with the same question. Does this protect the employee?
A separate key for every person.
Each employee’s coaching data is encrypted with their own key, derived from a hardware security module. Never shared with other employees, managers, or the wider organisation.
Managers see the team. Not the people in it.
Managers and HR see aggregated team patterns with k-anonymity suppression on small cells. Never an individual’s words. Never who said what.
Employees control what HR sees.
Anything that travels to HR or an EAP travels because the employee chose to send it. We never volunteer it. We never use coaching content for performance, hiring, or termination decisions.
Every access, hash-chained.
Who saw it. When. Why. Each log entry is HMAC-chained to the one before it, so any tampering breaks the chain. Built for SOC 2 and ISO 27001 audit posture.
Right to erasure, made real.
Messages, memories, voice, journal entries. We destroy the per-employee encryption key, which makes the data permanently unreadable. No undelete. No backup loophole.
Early access
We’re working with a small number of organisations during early access. Leave your email and our team will get back to you personally.
No spam. No newsletters. Just a response from our team.
Pricing tailored to your organisation.
