Employers
Gambling harm does not stay outside the office. Debt stress, secrecy, poor sleep, chasing losses and payday anxiety show up as distraction, absence, mistakes, requests for advances and lower output. StayClear gives employees a confidential tool before the next pressure point.
Approximate adults in Great Britain implied by 2.7% PGSI 8+
Modelled employees in serious difficulty in a 5,000-person workforce
Modelled annual output loss at 5%-10% productivity drag
In a 5,000-person workforce, the 2.7% PGSI 8+ rate implies 135 employees in serious difficulty. At a £45k loaded employment cost, a 5%-10% productivity drag across that group is roughly £304k-£608k a year before absence, churn or manager time.
Employees are unlikely to disclose gambling stress to a manager. StayClear can sit beside EAP, payroll wellbeing, debt support and mental-health benefits while keeping personal reminder profiles private.
Cifas flags financial fraud and embezzlement as workplace risks linked to gambling harm. Research on gambling-related embezzlement shows many cases involve trusted employees with access to company funds, often after debt pressure has escalated.
Each deployment should be easy to explain internally: who receives access, why now, what happens next, and what evidence will be reviewed.
The productivity case is not theoretical: poor sleep, chasing losses, payday pressure and debt anxiety can become presenteeism, missed deadlines, mistakes and avoidable absence.
Employees in payroll, finance, procurement, sales, cash handling and expense approval roles can create disproportionate exposure when gambling debt turns into concealment or theft.
A confidential tool says the employer understands gambling harm without forcing employees into public disclosure.
StayClear fits beside EAP, mental health, payroll wellbeing, debt support, fraud prevention and manager-training programmes without asking HR to read personal trigger notes.
A 5,000-person employer adds StayClear to its wellbeing portal and funds Base access, with Premium available for employees who want text reminders. HR tracks aggregate adoption and delivery reliability, then compares repeat EAP referrals, payroll-advance requests and absence patterns without reading personal reminder profiles.
Use the institution form to outline workforce size, benefit owner, launch channel, reporting needs and decision timeline.
