One platform to keep the nation working

SalusBridge connects employees, managers, HR teams and healthcare providers — replacing fragmented systems with structured workflows that take every absence or flexible-working request to a documented, legally-defensible plan, and routes to your OH or EAP at the right stage of each case.

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✓ Return-to-work plan agreed
⚡ Day 14 check-in due
SalusBridge Dashboard
3
Active Cases
78%
RtW Plan Rate
18d
Avg Duration
MW
Marcus Webb
Senior Engineer · Day 14
⚡ Action due

The UK is losing £212 billion a year to
workplace ill-health.

2.8m
UK workers economically inactive due to ill-health — 800K more than 2019
150m
Sick days taken per year — a 15-year high
£120
Lost profit per employee per sick day — multiply by your headcount
93%
Of fit notes say 'not fit for work' with no plan for return — the trigger arrives, the workflow doesn't
Source: Keep Britain Working Review, February 2025
Current approaches are failing
Your managers freeze
A fit note arrives. The line manager is scared of saying the wrong thing about someone's health, so they avoid the conversation. Days and weeks pass. By the time anyone takes structured action, the case has become a different and harder problem.
Your records won't survive a tribunal
A discrimination claim asks one question: what reasonable adjustments did you offer, and when? WhatsApp threads, calendar invites, a Word doc on a shared drive and one HRBP's memory are not the answer. The work was probably done. The evidence isn't there.
Your EAP is invisible
Utilisation sits at 3–5% for your Employee Assistance Program. By the time someone is ready to use it, the case is already too far gone for it to change the outcome. There's no warm hand-off from manager to provider, and no closed loop on what actually happened.
OH comes too late, or not at all
When a case finally needs Occupational Health, the referral is a manual scramble — find a provider, wait weeks for an appointment, then wait again for a report that lands as a detached PDF. Only 18% of small employers have OH to hand. The two-to-six-week window to act has usually closed before the advice arrives.
From early signal to managed return

SalusBridge replaces reactive, paper-based processes with a proactive, coordinated system.

1
Early Signal
Digital absence notification with automated alerts. No more missed check-ins or lost paperwork. Manager scripts on systematic and configurable dates.
2
Smart Triage
Platform powered recommendations identify the right support at the right time — OH, EAP, or manager-led.
3
Coordinated Support
Employers, providers and employees collaborate on one platform with guided conversations.
4
Managed Return
Return-to-work plans with adjustment tracking and real-time analytics.
One case lifecycle
From the first day someone calls in absent to the documented return-to-work plan - every step has a structured workflow and an audit trail.
Manager scripts & scheduled check-ins
The supportive conversation happens — on set days and weeks, every time and configurable to your needs. Each script references the relevant best practices and legislation, and the contact is logged automatically the moment the manager clicks "done".
Return-to-work plan builder
Phased return, reasonable adjustments, review dates — drafted from a best practice template modelled on ACAS and the Dutch Gatekeeper Act, co-signed in-app, time-stamped. The plan is audit-ready the moment it's signed.
OH & EAP routing with consent
Refer to your existing Occupational Health or EAP provider with employee consent built into the workflow. Notes flow back into the case. Outcomes are tracked. The provider you already pay for finally connects to the case it's supposed to support.
Absence analytics your Finance team will read
Cost, duration, hotspots by team and role. One-click board report. Benchmarked against your sector once you have 12 weeks of data — so the next time the Finance team asks why absence cost is up, you have the answers.

Build your business case and ROI

See the ROI on reducing absence at your organisation. Use the sliders to model the sick days you're losing, what they're costing you, and what a conservative 15% improvement gives back — in days and in pounds.

Show me how to save this
Your headcount500
Avg sick days / employee / year9
Average salary£40k
4,500
Working days lost to absence / year
£818k
What those days are costing
675
Days back to your team at 15% reduction
£123k
Annual saving
Assumptions: UK 220-day working year; 15% duration reduction matches Netherlands Gatekeeper Act outcomes; CIPD Health and Wellbeing at Work 2025 reports a UK average of 9.4 sick days per employee per year.
Direct cost only. Excludes presenteeism, replacement-hire costs and tribunal exposure — the actual cost is larger.
Built for the Keep Britain
Working vanguard
The government is launching a 3-year programme seeking employers and technology providers to pilot new workplace health approaches. SalusBridge is the digital infrastructure for this vision.
Join as a Pilot Employer
1
Vanguard phase launching now
Government is seeking pioneer employers to test new workplace health solutions during a 3-year window.
2
Employer standards coming
New certified employer standards and incentives are being developed. Early movers will shape the national framework.
3
No integrated solution exists
The review explicitly calls for digital platforms. SalusBridge is the first to answer that call.
4
First-mover advantage
Pilot employers get direct product input and benchmarking data across the cohort.

Join the pilot

The first integrated platform for workplace health. Six months, low risk, high value.

✓ Shape the product
✓ Benchmarking data
✓ Full ROI report
Book a Discovery Call

Call: +44 (0)7803 084 483
Email: hello@salusbridge.com