Year-round partnership for UK and global teams
For organisations ready to commit to an employee wellbeing programme that runs across the year — rather than a series of one-off workshops — our six signature programmes combine workshops, manager training, and pulse measurement into a structured 6 to 12 month plan. Each programme is built around one of our six core wellbeing categories, so the focus matches what your team actually needs. Programmes are tailored to your industry, your team size, and the specific situation your organisation is in.
Most clients booking three or more workshops a year graduate to a programme. The same workshops, more structure, a dedicated lead, pre- and post-pulse measurement, and a quarterly check-in to keep momentum.
Six programmes, one for each wellbeing category:
Mental Health & Resilience, Performance & Productivity, Women’s Wellbeing, Nutrition & Energy, Movement & Relaxation, and Seasonal & Campaign. Plus bespoke programmes for specific briefs.
Tailored to your sector, situation, and operating environment:
Every programme is built around your industry, your existing wellbeing infrastructure (EAP, occupational health, ERGs), and the calendar moments your organisation already marks.
Measurable outcomes
Every programme includes pre- and post-pulse measurement, a quarterly check-in, and a year-end report so you can show your stakeholders what shifted.
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Our six signature programmes
Each programme mirrors one of our six workshop categories. If your team is already booking workshops in a category and you want a structured year-long arc, the programme of the same name is your natural next step.
Performance & Personal Development
Confidence, communication, mindset, and focus workshops that build people, not just performance.
Specialist employee wellbeing programmes
The six above are our menu-aligned signature programmes. Beyond them, we design programmes for specific employee groups and topic areas that don’t fit a single category — and bespoke programmes for client briefs that need a custom shape.
Men’s Wellbeing
Honest, practical conversations around men’s health, emotional wellbeing, and identity at work. Often anchored around Movember and International Men’s Day, with year-round content for organisations with an active men’s network.
Families at Work
Wellbeing for working parents and carers. Covers parental burnout, the mental load, the post-leave return, and how managers can support team members balancing family demands. Highly relevant for organisations with a growing parent population or an active family/carers network.
Financial Wellbeing
Practical sessions on financial literacy, money worries, and the link between financial stress and mental health. Particularly relevant during periods of economic pressure or for sectors with younger workforces still building financial confidence.
How our programmes work
Discovery & Design
(Weeks 1-3)
Initial discovery call, brief written, programme designed with workshop pacing, manager training touchpoints, and measurement framework agreed. Pre-programme pulse measures baseline.
Delivery Rhythm
(Months 1-10)
Workshops delivered at the agreed cadence — typically one major workshop per quarter plus manager training and any seasonal/awareness-day sessions. Each session ends with a one-page action plan and a pulse survey. Results land in your inbox within a week.
Quarterly check-ins.
Programme lead joins a quarterly call with you to review pulse data, discuss what’s landing well, and adapt the upcoming sessions. Programmes flex; we’re not delivering a fixed deck on a fixed schedule.
Year-end review
(Month 12)
Full programme report covering attendance, pulse shifts, key themes raised, and recommended next-year focus areas. The report is designed to be presentable directly to your senior stakeholders.
Why a programme rather than individual workshops?
Three reasons People and HR teams move to a programme:
- Compounding effect. A single mental health workshop is useful for a week. A programme that revisits mental health quarterly, paired with manager training and workload-level interventions, builds capability that lasts. The lift compounds rather than fading.
- Measurement that means something. Single workshops measure post-session pulse — useful but limited. Programme measurement runs across the year, captures genuine shift, and gives you a stakeholder-ready report at the end.
- One supplier, one relationship. Procurement, contracting, briefing — done once a year rather than for each workshop. Most People and HR teams say the time saved alone is worth the move.
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Ready to scope a programme?
A 20-minute discovery call gives you a tailored programme design, a transparent quote, and a clear delivery timeline.
Not quite ready?
Not ready for a programme? Start with individual workshops. Browse our full workshop menu — most clients pick two or three to begin with and graduate to a programme once they’ve seen the team response.
Frequently asked questions
What’s the minimum commitment for a programme?
12 months. Programmes work because they have a year-long arc — workshops timed across the year, pulse measurement before and after, quarterly check-ins. Shorter commitments compromise the structure. However, programmes flex: if your priorities shift mid-year, the quarterly check-in exists exactly for that. We’ve never had a programme finish in exactly the shape it started. If you’re not ready for a year, individual workshops are the right starting point.
What’s included in the programme price?
All workshops, all manager training cohorts, all pulse measurement (pre, post, quarterly, year-end), the quarterly programme-lead check-ins, the year-end report and a designated programme lead as your single point of contact. Excludes travel for in-person sessions outside the M25 and any custom content development beyond standard tailoring. Programmes typically save 15–25% on the cost of booking the same workshops individually.
Can we trial before committing to a programme?
Yes — through individual workshops. Most programme clients first book one or two workshops, see how the team responds, and graduate to a programme once they’re confident in the fit. Therefore, there’s no risk in starting smaller. Once you do move to a programme, it’s still fully flexible — you can mix workshops from any of the six categories, so a primarily mental-health programme can include a nutrition or movement workshop where it makes sense.
How does this fit with our existing wellbeing infrastructure (EAP, MHFA, occupational health)?
Programmes layer alongside, not over the top. Specifically, we brief on your existing infrastructure during design and shape the programme to complement what’s already in place. Most organisations book a programme as the active, skills-building layer underneath their EAP and OH provision — the bit that builds capability rather than the bit that responds to crisis.
Can programmes be delivered to global teams?
Yes. Virtual delivery is available for teams in North America, Europe, the Middle East and APAC. Multi-region programmes typically run sessions twice in different time zones. In-person sessions are UK-focused.
Looking for a Leadership and Team development programme?
Alongside Stretching the City’s wellbeing offering, we also deliver structured leadership and team development programmes through our sister company, People & Performance.
Designed to build real capability, these programmes focus on leadership, communication and performance – the foundations that shape workplace wellbeing at it’s source.