A corporate education and accountability system built from what the largest studies actually show — not another wellness app, not a lecture series nobody remembers by month two. We treat every employee's physical and mental health the way an elite training staff treats its athletes: anticipate it, don't wait to treat it.
Most workplace wellness spend goes toward tools the largest trials have already tested — and found wanting.
Cut sitting time, but produced zero measurable reduction in back or neck pain over a 12-month randomized trial.
Static lumbar support failed Cochrane review entirely — no meaningful benefit found.
No measurable effect across 17 clinical trials, despite being one of the most-purchased "eye strain" fixes.
A UK Biobank study of 91,292 people found interrupted sitting carried an 18% lower health risk than uninterrupted sitting across identical total hours.
The largest real-world movement-break trial ever run — 11,484 participants — found a five-minute walk every sixty minutes is the dose people actually sustain, and it measurably reduced fatigue and improved mood.
That's the whole thesis: the intervention that works is smaller and cheaper than the ones companies already bought.
Five parts, sold in the order a client actually buys them — each step produces the evidence the next one needs.
An anonymous exposure survey, a workstation audit, and a review of what you already run — ending in a written, department-by-department report.
Seven learning modules, mandatory manager training, an environmental-redesign workbook, and an automated nudge system tied to the hourly-break finding.
A half-day session with your executive team — the honest limits of what any program can promise, and a direct ask for meeting-length norms and visible top-down commitment.
Monthly group coaching and habit-tracking — the "someone's actually checking" piece that keeps the change from fading by month two.
An annual credential, earned only through a completion-rate minimum and a re-run of the Assessment showing real implementation.
What most employers don't know is T.I.G.A. — Tiny Investments, Growing Assets. The small, consistent deposits a company makes in an employee's physical, emotional, and financial health don't behave like an expense line. They compound like an asset.
The workstation, the movement pattern, the break that actually happens — the deposits this program is built to teach and track.
An employee who can see the investment made in them shows up differently — more engaged, less running on empty by Thursday.
The same logic that makes lower healthcare costs and lower insurance premiums real numbers, not just a hope.
A tiny, consistent investment doesn't just avoid a cost — it grows into something an employer can draw on: an employee who's genuinely grateful for the investment, and who gives that back to the brand and the team in ways no policy can mandate. The alternative is what most companies are already living with — talented people burning out and disengaging faster than any wellness budget can replace them.
The small wins compound. A fixed workstation, a manager who actually protects a break, an employee who can tell the investment is real — each one is a tiny deposit. Enough of them, sustained long enough, and that employee becomes something larger: the one who stays instead of leaving, who trains the next hire without being asked, who defends the brand in rooms you're not in. That's the difference between a wellness expense and a growing, income-generating asset.
Illustrative starting prices, grounded in real market comparables — the number that matters is what your first pilot bears.
| Service | Price | When it's sold |
|---|---|---|
| The Session | $4,500–$9,500 | First thing sold — keynote, executive alignment, workstation audit |
| The Assessment | $6,000–$18,000 | Optional alternate front door, scaled by headcount |
| Curriculum License | $7–$10 PEPM | The recurring engine, billed annually |
| Leadership Session | $8,000–$15,000 | Sold alongside the License, mandatory |
| Certification | $3,000–$8,000/yr | Renewal gate at month 12 |
No brand — ours or a competitor's — is ever named from the stage. Principles only: dynamic positioning, movement-pattern tracking. What we sell, if anything, is disclosed separately, never taught as part of the neutral curriculum.
Every assessment result is reported to your organization by department, never by individual. No employee's answers are ever shared with their employer.
This is a workplace education and accountability program, not a medical or diagnostic service. Nothing here treats or diagnoses any condition.
Dr. Michael Majette is a clinician with twenty-five years in clinical practice, and the founder of a company that has already fitted more than 1,000 patients with a related, patented recovery device.
Luxopedic Corporate Care exists because the standard workplace-wellness toolkit keeps failing the same way, on the same evidence, at the same cost — and because the fix is smaller, and more teachable, than most companies assume.
A free 30-minute conversation, or a two-to-three week paid Assessment — no long-term commitment required either way.
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