®Physical
Energy, fatigue and pain. Whether their body is ready for a twelve-hour shift.
The WHIP® pathway
From check-in to the right support. All through the shift.
WHIP®, the Workplace Health Intervention Pathway, is the clinical framework behind MACH Health. It turns how a nurse is arriving into support for them, and into patterns leaders can act on, without ever exposing an individual.
150 peer-reviewed journal articles · 20-nurse global peer review
The evidence behind WHIP®
Built on research. Tested by nurses. Proven on the ward.
WHIP wasn't designed in a boardroom. It is grounded in the published evidence, reviewed by nurses around the world, and tested inside a leading healthcare system.
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150
Peer-reviewed journal articles
The research base WHIP is built on, across physical, emotional, sleep and nutritional health in nursing.
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20
Nurses, global peer review
WHIP was reviewed by a panel of 20 nurses from around the world before it reached the ward.
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122
Nurses in the live pilot
Nineteen weeks across every major specialty, with 55% using it voluntarily. See the evidence
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Round 2
Second global peer review
Opening soon. The second global review by nurses worldwide opens soon.
Why a pathway
Strain builds shift by shift. So should the response.
Most organisations hear about strain once a year, or when someone resigns. WHIP closes the gap between how nurses arrive and what leaders can do about it.
Annual survey
One snapshot a year. By the time results land, the nurses who were struggling may already have gone.
Stand-alone app
Generic content, used alone. No line of sight for leaders, and no way to know whether anything changed.
The WHIP® pathway
Every shift, matched to the nurse, visible to leaders as patterns, and measured against targets agreed up front.
Four pillars
Four pillars. The whole picture.
Each check-in covers the four areas of health that most shape how a nurse performs on shift, and whether they stay.
Emotional
Stress, mood and headspace. The load they're carrying in before the handover starts.
Sleep
Rest and recovery between shifts. In our Australian data, it set apart the nurses thinking of leaving.
Nutrition
Food and hydration. Whether they've been able to eat and drink properly around their shifts.
Australian data: baseline survey, n = 23 Australian nurses, self-selected, May 2025 to January 2026. See the data
The pathway
One pathway. Two views. One privacy line.
The nurse's journey stays with the nurse. Leaders see only what has been combined and de-identified.
The nurse
Before the shift1
Check in
A quick check-in on their phone, covering the four pillars.
Through the shift2
Personalised prompts
Support built on WHIP, timed to peak periods and matched to their role, shift length, shift pattern and skill level. Plus their own private trend.
If they choose3
Support, by choice
A route to the support their organisation already has. Nothing escalates without consent.
Individual answers stay with the nurse
The privacy line
Only combined, de-identified patterns for groups of 10+ cross
Leaders
Every week4
See the pattern
Trends by ward, specialty and band, and early warning when a team is trending toward risk.
Every month5
Act where it counts
A plain-English brief, written by nurses, on where to act first.
Every quarter6
Measure it
A board report that shows whether the actions worked, against targets agreed up front.
Matched to how they arrive
No two check-ins get the same answer.
The response follows how the nurse is actually arriving, and which pillar is pulling them down. Choose a state to see what happens.
Rested
Keep what's working
- A quick acknowledgement, and their trend updated.
- Nothing more asked of them.
Leaders see: a healthy share of the team arriving ready.
Okay
A small adjustment
- One practical, shift-ready tip for their lowest pillar.
- A private nudge if their trend starts slipping over several shifts.
Leaders see: where a pillar is quietly dipping across a team.
Tired
Targeted guidance, right now
- Guidance built on WHIP for the pillar pulling them down, for example recovery when sleep is low.
- Their own trend, so they can see the pattern too.
Leaders see: which wards and specialties are arriving tired, and on which days.
Exhausted
A route to help, if they want it
- Immediate guidance, plus the offer of support their organisation already has, such as occupational health or an employee assistance program.
- Their choice, always. Nothing escalates without consent.
Leaders see: early warning when a team trends toward risk. Never the individual.
9%
27%
64%
Built for trust
Honest answers need a safe place to go.
- No individual answer ever reaches a line manager.
- Nothing is used for performance management.
- Leaders see combined, de-identified results for groups of 10 or more.
- The escalation pathway is agreed with each organisation's occupational health team before launch.
For leaders
Evidence you can act on, and take to the board.
See
Where strain is building, by ward, specialty and band, before it shows up as sick leave, incidents or resignations.
Act
Targeted interventions for the teams and pillars that need them, guided by a monthly brief written by nurses.
Measure
A quarterly board report showing whether it worked, aligned to UK staffing standards and psychosocial hazard duties under Australian WHS law.
The programme
Twelve months. Targets agreed up front.
- 01
Discovery
2–4 weeks. We baseline your absence, turnover and agency data.
- 02
Launch
Leadership-backed enrolment and ward manager briefings.
- 03
Insight
Monthly briefs and a quarterly board report.
- 04
Review
Results measured against the targets we agreed.
Built by nurses
Designed by people who have worked the shifts.
MACH Health was founded by Mark Carter, RN, MBA, after 23 years in healthcare across Australia, Singapore, China and the UK. WHIP is built on 150 peer-reviewed journal articles and was reviewed by 20 nurses worldwide. A second global peer review opens soon.
Common questions
Is this a wellbeing app?
No. WHIP is a health intervention pathway: a structured check-in, matched guidance for the nurse, and de-identified evidence for leaders, measured against agreed targets.
What evidence is WHIP built on?
150 peer-reviewed journal articles, a global peer review by 20 nurses, and a 19-week pilot with 122 nurses in a leading healthcare system. A second global peer review opens soon.
Can my manager see my answers?
No. Individual answers stay with the nurse. Leaders see combined, de-identified results for groups of 10 or more, and nothing is used for performance management.
Does it replace occupational health?
No. It works alongside the support your organisation already has. When a nurse asks for help, the pathway connects them to it, using the escalation route agreed with your teams before launch.
How much time does it take a nurse?
The check-in takes about a minute before a shift. Prompts through the day are short and timed to fit around care.
What did the pilot show?
Over 19 weeks with 122 nurses, 55% used it voluntarily, and nurses arrived tired or exhausted on 36% of check-in days. See the evidence.
See the pathway working in your organisation.
Twenty minutes: how WHIP works on the ward, what leaders see, and what a 12-month programme could look like for you.