Nobody's opening another wellness app. So we don't ask them to. Micro Fitness Club drops 5–15 minute personalized, guided mobility, strength and mindfulness sessions into the real gaps in each employee's calendar — and adjusts automatically as schedules change.
Investing in holistic employee health could generate $3.7–11.7 trillion in global economic value — a 4–12% boost to global GDP — through lower attrition, less absence and higher productivity.
$2 to $6 per employee per month, depending on volume — one sliding scale from 10 to 250,000 seats. Your first 10 seats are free, so paid plans start at 10. First 30 days free at every size.
Same curve at every size — $6/seat/mo at 10 seats down to a $2/seat/mo floor from 50k seats. First 30 days free — if the dashboard doesn't beat your current benefit's utilization, cancel before day 30 and pay nothing. 500+ seats are annual contracts, still fully self-serve; cancel after the trial and the subscription ends at the end of the term you've paid for.
Every company gets 10 free individual seats — work email in, your own calendar connected today, no card. When your company's 10 are gone, that's your HR team's cue.
Start free →Prefer to see it first? Grab a demo — but fair warning, the product is straightforward.
The corporate wellness market keeps growing. Utilization doesn't. That gap is the quietest line-item failure in the benefits stack.
of employees report actually using the wellness programs available to them — while the average employer now offers 22 separate well-being programs.[1]
average participation across wellness programs — meaning the majority of your spend never reaches an employee.[3]
return reported per dollar invested in wellness — when programs actually get used. Utilization is the entire ballgame.[5]
Most of the spend subsidizes a benefit that sits untouched in a portal.
Delivery is the product. When activation is the default, your spend actually reaches people.
Risk-free 30-day pilot. First 30 days free, first 10 seats free forever. If the impact and adoption doesn't beat your current benefits, cancel before day 30 and pay nothing.
Our honest advice: don't rip anything out on day one. Fund a pilot from the slack in your existing wellness line, run both side by side for a quarter, and let the engagement dashboard make the consolidation decision at renewal. If our numbers don't beat what you have, keep what you have.
Every other wellness benefit needs an employee to remember it exists, open it, and choose it over work. This one inverts the model — the benefit finds the employee, inside the tool they already live in.
Employees grant calendar access one time — Google Workspace or Microsoft 365. That's the entire onboarding. OAuth, availability-only reads, sessions marked private.
The engine finds genuine openings between meetings and books short guided sessions — mobility, strength, mindfulness — sized to the gap: 5, 10 or 15 minutes. Deep-work windows stay protected.
Meeting runs long? New invite lands? Sessions reflow automatically. The calendar notification carries a one-tap link into a guided session. No app install, no login.
Habits are built by repeating one small action in the same context, day after day — not by doing more.[19] Short movement breaks of ten minutes or less reliably restore energy and reduce fatigue.[20] And prompting people too hard, too early, is the quickest way to get switched off. So we ease people in, let each session earn its place on the calendar, and only then build toward their chosen cadence.[21]
Three session types, each mapped to a documented remote-work problem.
A benefit employees feel every day — and a dashboard you can put in front of the CFO.
Employees with healthy lifestyle habits are 25% more productive[15] — and working while run-down cuts output ~20%, a presenteeism drag estimated at $273B a year in the U.S.[17]
Employees who strongly feel their organization cares about their well-being are 56% more engaged.[7] A benefit that shows up daily is the most visible care signal in the stack.
Organizations with strong well-being programs report 28% fewer sick days.[3]
Sample pilot-cohort dashboard. Reporting is aggregate and anonymized — HR sees participation and trends, never an individual's activity.[1]
This is a product, not a procurement project. Everything from purchase to rollout is self-serve — built to be enterprise-ready out of the box.
Pick a seat count, pay by card or invoice, get your admin console instantly. Scale seats monthly — no contract call.
One admin-consent flow for Google Workspace or Microsoft 365 — your IT team has done this a hundred times.
Add individuals, sync a Google Group or Entra ID group, or provision via SCIM. New hires get it automatically; leavers are deprovisioned the same way.
Employees get a one-tap connect invite. Sessions appear in their calendars the same day, and your dashboard starts filling with aggregate engagement data.
Availability and event times only — enough to find gaps and place our own events. Sessions are created as private events and marked "free", so they never affect anyone's visible availability.
Always. Each employee controls session types, lengths, frequency and protected hours — or disconnects entirely in one click. Participation is never reported individually to the employer.
Yes — and it's the best argument for this one. The Illinois Workplace Wellness Study, the field's most rigorous randomized trial, found a traditional opt-in program produced disappointingly small effects.[18] The failure wasn't health → productivity (that correlation is robust[15][16]) — it was delivery: the people who opted in were largely the already-healthy. We changed the broken variable.
Those are destination benefits: the employee has to go somewhere and choose them, which is why utilization typically lands under 20%.[1] Micro Fitness Club is a delivery benefit — it arrives inside the workday, at a moment that actually exists.