This is what healthy living can look like at work.

MIMR handles room design, build-out, equipment, and session staffing. Your company provides a suitable space, and we assess it with you before launch. The design and build-out are included in the program, with no separate charge.

Every room delivers the same core MIMR equipment and protocols. The layout and aesthetic adapt to your available space and existing workplace, creating a consistent MIMR experience across different offices.

Many companies have people across several sites, and every employee should get the same opportunity to improve. MIMR can place a Recovery Room at your main office and serve other locations with scheduled Pop-Up days, bringing portable measurement and recovery equipment to a conference room. Every location follows the same measurement protocol, so progress is comparable wherever people work. Looking ahead, we’re developing MIMR on Wheels: a mobile Recovery Room that brings the full experience to any location with a parking space.

The employer funds rewards through the program price, and MIMR handles tracking and administration. Employees earn participation points and cash rewards for measurable improvement. Reward opportunities and earning rules are explained before launch.

The program price stays the same regardless of the rewards earned. Unearned reward amounts never go back to MIMR or the employer. Instead, they fund a Community Pool for that workforce, reinvested in shared experiences like recovery days, guest speakers, and Surprise Days. Earned dollars reward individual improvement. Unearned dollars strengthen the whole team.

MIMR is being designed to give employers aggregated group reporting rather than individual health results. Reporting safeguards, including minimum group sizes, are intended to help protect employee identities. Specific data access, consent, and privacy practices will be documented before a pilot begins.

HIPAA’s applicability depends on how the program is structured and the roles of the organizations involved, including whether it operates through a group health plan. MIMR’s applicable obligations and data-handling arrangements will be reviewed before launch. Employee privacy remains a design priority regardless of whether HIPAA applies.

MIMR’s program design will account for room accessibility, different abilities, and health limitations. Before launch, we will establish accommodation procedures and alternative participation and reward pathways for employees who cannot complete a particular activity or measurement. These arrangements will be reviewed for applicable ADA requirements.

Yes. Participation is voluntary. MIMR’s approach is to make the experience convenient, appealing, and rewarding. Employees choose whether to participate.