HR & Occupational Health
Absence management shouldn't start after the absence.
Most MSK absence management is reactive and blind — the first signal is the sick note, and everything after runs on self-report and email. ReVive gives you early warning, objective evidence and one coordinated return plan.
How it works
From assessment to the right support — consistently
MSK is among the top three causes of absence for around 31% of organisations (CIPD). Structured, clinically-led triage gets each person to the right place the first time.
Step 1
Assess
The person completes a clinically-led MSK assessment — motion capture, symptom and moving-and-handling screening — from their phone.
Step 2
Route
ReVive routes them to supported self-management or flags them for clinician review — consistent, structured triage instead of variable self-report.
Step 3
Coordinate
Where a return-to-work plan is needed, employee, OH clinician and manager align on phased hours and adjustments in one shared place.
What changes
From reactive and blind to early and evidenced
Early risk flagging
Predictive analysis of moving-and-handling technique, gait and balance identifies at-risk staff before sickness absence occurs — so intervention happens while it's still prevention.
Objective OH evidence
Functional Capacity Evaluation simulates real job demands — bending, squat endurance, safe lifting — replacing subjective self-report with measured movement data occupational health can act on.
Consent-based dashboards
You see non-clinical readiness indicators the employee has consented to share — never clinical detail. Enough to plan, nothing that breaches trust.
Phased RTW without email chains
Employee, employer and clinician agree the phased return in one place — secure messaging and scheduling built in, so nothing lives in someone's inbox.
Consent-first, by design
Under UK GDPR, health data is special category data — and ReVive treats it that way. An employee's clinical information stays within the clinical service. As HR or OH you see only aggregated, anonymised reporting, and any information shared with a line manager happens only with the individual's explicit consent. Designed to align with UK GDPR and the NHS DSP Toolkit.
FAQ
Questions from HR & OH teams
Is employees' health data shared with their employer?
No. Personal and clinical information stays within the clinical service. Employers receive only aggregated, anonymised reporting on engagement and outcomes — never identifiable individual health data. Under UK GDPR, health data is special category data and is handled accordingly; ReVive is designed to align with UK GDPR and the NHS DSP Toolkit.
How does ReVive work with our existing occupational health provider?
ReVive complements OH rather than replacing it. It provides early, clinically-led MSK triage and self-management upstream of physio and OH assessment, and shares structured triage information — with appropriate consent — so your OH clinicians can make faster, better-informed fitness and adjustment decisions.
What is the evidence base?
ReVive is clinically-led, with pathways designed around NHS and HSE guidance, and the wider digital-MSK triage field has a growing peer-reviewed evidence base for supporting self-management and appropriate onward care. We can share this and run a pilot against your own OH and absence KPIs before scaling.
How does it handle consent and special category data?
Health data is treated as special category data under UK GDPR. Processing rests on an appropriate lawful basis and Article 9 condition, and any sharing of information with line managers or HR happens only with the individual's explicit consent. Individuals are told clearly how their information is used before they start.
Can it support phased return to work?
Yes. ReVive supports staged return by providing clinically-led self-management and structured information that helps your OH team and managers agree phased hours, amended duties or adjustments alongside the GP's fit note — helping people return safely and stay in work.
See what your absence data is missing
A 30-minute demo — early risk flagging, the consent model and a live phased return-to-work plan.