Partner FAQ
Common questions from employers, insurers, and benefits leads considering Healthcount.
What data do employers see?
Employers receive aggregated, anonymised cohort reporting only. They see metrics like activation rates, retention, treatment gap proxies, and safety signposting frequency. They never see individual employee health data, who is using the service, or what signals have been detected for any individual.
Is this medical advice?
No. Healthcount is a behavioural maintenance companion, not a medical service. It does not prescribe medication, diagnose conditions, adjust doses, or replace clinical care. When a user reports something that may need clinical attention, Healthcount signposts them to their prescriber or clinician.
How does privacy work?
Healthcount is designed around data minimisation and privacy by design. Health data is special category data under UK GDPR and is processed using appropriate legal conditions. Participation is always voluntary. Reporting to employers is aggregated with minimum cohort size thresholds to prevent re-identification. Individual health data is never shared with employers or insurers.
What is required from employers?
Very little. Typical employer involvement includes communicating with eligible members (templates provided), optional benefits platform integration, and attending regular pilot read-outs. There is no day-to-day admin required from the employer.
What size cohort is needed?
Typical pilot cohorts range from 50 to 300 employees. Minimum cohort size thresholds are enforced for reporting — if a group is too small for safe aggregated reporting, data is withheld until the threshold is met.
How does a pilot work?
Pilots typically run for 3 to 6 months. The process has three phases: scoping and setup (defining eligibility, agreeing reporting), deployment to the cohort with onboarding guidance, and regular aggregated reporting with a pilot review at the end.
Does Healthcount create clinical liability for employers?
No. Healthcount does not provide clinical services. It does not prescribe, diagnose, or advise on dose changes. It supports behavioural maintenance and signposts users to clinical care when appropriate. Employers have no access to individual health data and cannot monitor or intervene in individual health behaviour.
Can employees opt out?
Yes. Participation is always voluntary. Employees can stop using Healthcount at any time without affecting their employment or clinical care. They can also request full deletion of their personal data.
Where is data stored?
Data is hosted on infrastructure within the UK and EU. Where any processing involves transfers outside the UK, appropriate safeguards are in place in line with UK GDPR requirements.
What governance documentation is available?
Healthcount can provide data processing agreements, privacy and security summaries, clinical boundary documentation, and DPIA support for employer and insurer programmes. These are available during the pilot scoping process.
Ready to explore a pilot?
Start with a short exploratory call to discuss how Healthcount could support your GLP-1 pathway.