NurtureArc is the digital-first alternative to Carer Confident — NHS-aligned, evidence-based, and built for organisations that need measurement, not just policy.
The statutory minimum leaves a gap. NurtureArc fills it — giving employers documented evidence of genuine support, not just policy compliance.
Replacing a care worker costs between £3,000–£5,000. Carer wellbeing support demonstrably reduces turnover in high-churn care settings. NurtureArc gives you the evidence to justify the investment.
No PII collected. No individual scores shared with employers. Aggregated cohort data only — protecting both your organisation and your carers from data risk.
Send a unique link to your care team. Takes 2 minutes to set up — no IT involvement required.
18 questions. 5 minutes. Each carer gets a personalised wellbeing profile and 90-day action plan.
Cohort-level wellbeing data and pillar trends for your wellbeing committee — no individual data exposed.
The Carers Leave Act created a legal baseline. The expectation gap between that baseline and genuine support is where NurtureArc operates.
18-question AI-guided questionnaire across 6 pillars: Mind, Body, Soul, Social, Time, Finance. Takes 5 minutes. Identifies risk before it becomes absence.
Each carer receives a scored wellness profile and AI-generated 90-day action plan. Specific, prioritised, actionable — not a generic information sheet.
Aggregate cohort data, anonymised pillar breakdowns, and trend reporting. The evidence base your wellbeing committee needs.
Structured certification demonstrating institutional commitment to carer wellbeing. NHS-aligned, auditable, and externally recognisable.
NurtureArc is purpose-built for caregivers. That specificity is the product.
| Capability | NurtureArc | Family First | Carer Confident | Wysa |
|---|---|---|---|---|
| Caregiver-specific (not general EAP) | ✓ | ✓ | ✓ | ✗ |
| AI-powered 360° assessment | ✓ | ✗ | ✗ | Partial |
| NHS-aligned roadmap (ORCHA pathway) | ✓ | ✗ | Partial | ✗ |
| Transparent, published pricing | ✓ | ✗ | ✗ | ✗ |
| Open resilience measurement | ✓ | ✗ | ✗ | ✗ |
| Digital tools (not just policy benchmarking) | ✓ | Partial | ✗ | ✓ |
| Personalised 90-day action plan per carer | ✓ | ✗ | ✗ | Partial |
| WCAG 2.1 AA accessibility | ✓ | Unknown | Unknown | Unknown |
Volume tiers mean larger organisations pay less per employee. No negotiation required to see the number.
All tiers include GDPR data processing agreement, AI transparency documentation, and WCAG 2.1 AA compliant interfaces. Prices are per-carer identified — not per total headcount.
Data processing agreement included. UK-based data handling. Individual data rights enforced. No third-party data sharing without explicit consent.
Full accessibility audit complete. Contrast ratios tested. Screen reader compatible. Keyboard navigation throughout. Public sector accessible by design.
Users are told when AI is involved, what data is used, and that outputs are not clinical advice. Full AI transparency statement published at /ai-transparency.
ORCHA validation in progress. NHSBSA Digital Health pathway targeted for 2026. Built to clinical governance standards from day one — not bolted on retrospectively.
ICB-wide carer programmes. Connects clinical and community care pathways. Supports NHS Long Term Plan commitments to unpaid carers.
Carer wellbeing embedded in student and staff support frameworks. CPD-accredited certification pathways for healthcare professionals.
Organisations where the workforce itself contains high proportions of carers. Double benefit: support your staff; model best practice for clients.
Any employer with 250+ staff likely has 35–40 working carers. NurtureArc makes them visible, supported, and retained.
Placeholder data — flagged for Cecilyn to update with verified pilot figures before any external publication.
⚠ Pilot data — placeholder. Update with verified figures before external use.
"Before NurtureArc I had no way to articulate what was weighing on me at work. The assessment made me feel seen — and my manager finally understood."
— Community Nurse, NHS Trust, North West"We rolled this out to 400 care staff. The response was immediate — people said it was the first time an employer had asked the right questions."
— HR Director, Regional Care Provider, Yorkshire"As a working carer trying to balance hospital shifts with caring for my dad, this gave me language and a plan. That alone changed everything."
— Theatre Practitioner, NHS Foundation Trust, South EastWe'll walk through the assessment, the employer dashboard roadmap, pricing for your headcount, and answer any procurement questions.