Side Hustleslow risk
Wellness Check Service for Remote Teams
Remote companies pay $50-150/employee monthly for wellness check services. Low overhead, recurring revenue, high demand post-2023.
Last verified: 3/28/2026
Sources:
Remote companies pay $50-150/employee monthly for wellness check services. Low overhead, recurring revenue, high demand post-2023.
Capital Required
$0–$500
Time Commitment
5-20 hrs/week
Skill Level
beginner
Risk Level
low
While most side hustlers chase saturated markets like food delivery or tutoring, there's a growing demand for something completely different: wellness check services for remote teams. Companies with distributed workforces are paying $50-150 per employee monthly for structured wellness monitoring, and most people have no idea this market exists.
The opportunity emerged from a collision of remote work permanence, mental health awareness, and liability concerns. After high-profile remote worker deaths went unnoticed for days, HR departments started scrambling for solutions. Traditional employee assistance programs don't provide real-time monitoring, creating a gap that independent operators can fill.
The Business Model
You provide structured wellness checks for remote employees through a combination of automated systems and human touchpoints. Companies pay monthly subscriptions ranging from $50-150 per employee depending on service level. The basic tier includes daily check-ins via Slack or Teams integration, while premium tiers add weekly video calls and emergency response protocols.
Startup costs are minimal: $200-500 for basic software tools, professional phone line, and business registration. The beauty is recurring revenue from day one - companies sign annual contracts because switching wellness providers is disruptive.
A single client with 20 remote employees at the $75/month tier generates $18,000 annually. With overhead under $2,000 monthly (software subscriptions, phone service, basic insurance), gross margins hit 80-85%. Most operators break even with their first client.
Why This Window Exists
Three factors created this opportunity window. First, remote work shifted from temporary pandemic measure to permanent business model. Second, several high-profile incidents where remote workers died or experienced medical emergencies without anyone noticing sparked corporate liability fears. Third, traditional wellness vendors focus on large enterprises, ignoring the 50-500 employee companies that need solutions most.
The regulatory environment supports this trend. OSHA guidelines increasingly hold employers responsible for remote worker safety, even in home offices. Insurance companies offer premium discounts for companies with documented wellness monitoring, creating financial incentive beyond liability protection.
Execution Strategy
Start by identifying your ideal client profile. Mid-size tech companies, fully-remote agencies, and distributed customer service teams show highest conversion rates. These organizations have wellness budgets but lack dedicated HR teams to implement complex programs.
Build your service around three core components:
Daily Check-in System: Automated Slack/Teams bots that ask simple wellness questions and flag unusual response patterns. Use tools like Zapier or Microsoft Power Automate to create these workflows without coding skills.
Weekly Human Touchpoints: Scheduled 10-15 minute calls with employees who want them. Not therapy or counseling - just structured conversations about workload, stress levels, and general wellbeing.
Emergency Response Protocol: Clear escalation procedures when employees miss check-ins or report concerning situations. Partner with local emergency services or wellness professionals in key markets.
Pricing tiers allow flexibility. Basic automated-only service starts at $25/month per employee. Mid-tier adds human touchpoints for $75/month. Premium includes 24/7 response capability and detailed reporting for $125-150/month.
Technology Requirements
Your tech stack needs three elements: communication integration, data tracking, and reporting dashboards. Slack and Microsoft Teams both offer APIs for building custom bots - services like Chatfuel or ManyChat can create these without programming experience.
For data management, Airtable or Notion work perfectly for client sizes under 100 employees. These platforms handle scheduling, response tracking, and basic analytics while keeping monthly costs under $50.
Reporting dashboards can be built in Google Data Studio or Tableau Public. Companies want monthly summaries showing participation rates, common concerns, and trend analysis. Professional-looking reports justify premium pricing.
Client Acquisition
Direct outreach works best in this niche. Target HR directors at 50-500 employee companies using LinkedIn Sales Navigator. Filter for remote-first companies in tech, consulting, and digital marketing sectors.
Your pitch focuses on liability protection and employee retention rather than wellness benefits. Frame the service as "remote employee monitoring" or "distributed team safety protocol." Companies understand risk mitigation better than wellness concepts.
Case studies accelerate sales once you have initial clients. Document scenarios where your service identified problems early - overworked employees, home office safety issues, or personal crises affecting work performance. These stories demonstrate tangible value beyond feel-good metrics.
Common Mistakes
New operators often oversell the service capabilities. You're not providing therapy, medical advice, or crisis intervention. Stay within your expertise boundaries and maintain clear referral networks for serious situations.
Don't underestimate compliance requirements. While you're not handling protected health information, employment-related wellness data still requires privacy protections. Basic business insurance and data security protocols are non-negotiable.
Pricing mistakes kill early momentum. Resist the urge to lowball competitors - position as premium service with better outcomes rather than cheaper alternative. Companies that want the cheapest option aren't ideal clients anyway.
Avoid scope creep with initial clients. Establish clear service boundaries and stick to them. Companies will request additional services once they see value, but expanding too quickly dilutes your core offering.
Scaling Considerations
This business scales through systems rather than hiring. Automated check-ins handle the daily heavy lifting while you focus on human touchpoints and client relationships. Most operators can manage 200-300 employees across multiple clients before needing additional staff.
Geographic expansion works naturally since everything happens remotely. Target companies with employees in multiple time zones - they often pay premium rates for consistent monitoring across locations.
Partnership opportunities exist with HR consultancies, employee assistance programs, and corporate wellness vendors who need monitoring components. Revenue sharing deals can accelerate growth without marketing costs.
Market Timing
This window likely lasts 12-18 months before larger vendors enter the market. Major HR technology companies will eventually build these features into existing platforms, commoditizing the service. Early movers can establish client relationships and potentially sell to larger acquirers.
Regulatory changes could accelerate adoption. Proposed OSHA guidelines for remote work safety would make wellness monitoring nearly mandatory for companies over certain sizes. Position early to benefit from potential regulatory tailwinds.
Financial Projections
Conservative scenario assumes 3 clients by month 6, each with 25-30 employees at $75/month average. That generates $5,600-6,750 monthly recurring revenue with overhead under $500. Net profit hits $5,000+ monthly within the first year.
Aggressive scenario targets 8-10 clients by month 12, averaging 40 employees each at $100/month. Monthly recurring revenue reaches $32,000-40,000 with overhead scaling to $3,000-4,000. Annual profit exceeds $350,000 before taxes.
Risk Assessment
Primary risks include liability exposure and client concentration. Professional liability insurance is essential given the wellness component. Diversify client base to avoid over-reliance on single accounts.
Competitive risks increase as market awareness grows. Established HR vendors will add monitoring features, potentially undercutting independent providers. Build strong client relationships and consider acquisition opportunities before competition intensifies.
Regulatory risks exist if government agencies restrict wellness data collection or impose licensing requirements on wellness service providers. Monitor legal developments and maintain compliance expertise.
Start This Week
Research target market: Identify 50 companies in your region with 50-200 remote employees. Use LinkedIn and company websites to find HR decision makers.
Build MVP service: Create basic Slack bot using Zapier that asks daily wellness questions and logs responses in Airtable. Test with friends or family members.
Develop pricing and service descriptions: Write clear proposals explaining service tiers, pricing, and implementation process. Focus on liability protection and employee retention benefits.
Implementation Steps
Legal Setup (Week 1): Register business entity, obtain professional liability insurance, create service agreements and privacy policies
Technology Build (Week 2-3): Develop Slack/Teams integration, set up data tracking system, create client reporting templates
Market Research (Week 3-4): Identify 100+ target companies, research decision makers, analyze competitor pricing and positioning
Sales Materials (Week 4-5): Create pitch deck, case study templates, service description documents, pricing proposals
Pilot Program (Week 5-6): Launch with 1-2 companies at discounted rates to test systems and gather testimonials
Scale Outreach (Week 7+): Begin systematic LinkedIn outreach, schedule discovery calls, refine service based on pilot feedback
Frequently Asked Questions
Q: What qualifications do I need to offer wellness monitoring services? A: No specific certifications required for basic wellness check services. You're not providing medical or psychological advice - just structured communication and reporting. However, professional liability insurance and clear scope limitations are essential.
Q: How do I handle employees who report serious mental health concerns? A: Establish referral networks with local mental health professionals and employee assistance programs. Your role is identifying and escalating concerns, not providing treatment. Clear protocols protect both you and the employees.
Q: What's the typical client acquisition timeline? A: Enterprise sales cycles run 30-90 days from initial contact to signed contract. Companies need time for legal review and budget approval. Plan for 2-3 months before seeing significant revenue.
Q: Can this business be automated entirely? A: Basic check-ins can be automated, but human touchpoints drive premium pricing. The most successful operators blend automation for scale with personal attention for value differentiation.
Q: What happens when large HR vendors enter this market? A: Early movers often get acquired by larger companies wanting to add these capabilities quickly. Focus on building strong client relationships and proprietary systems that larger vendors might want to license or acquire.
This analysis is for educational purposes only and does not constitute business or financial advice. Consult with appropriate professionals before starting any business venture.
Legal Setup: Register business entity, obtain professional liability insurance, create service agreements and privacy policies
Technology Build: Develop Slack/Teams integration, set up data tracking system, create client reporting templates
Market Research: Identify 100+ target companies, research decision makers, analyze competitor pricing and positioning
Sales Materials: Create pitch deck, case study templates, service description documents, pricing proposals
Pilot Program: Launch with 1-2 companies at discounted rates to test systems and gather testimonials
Scale Outreach: Begin systematic LinkedIn outreach, schedule discovery calls, refine service based on pilot feedback
No specific certifications required for basic wellness check services. You're not providing medical or psychological advice - just structured communication and reporting. However, professional liability insurance and clear scope limitations are essential.
Establish referral networks with local mental health professionals and employee assistance programs. Your role is identifying and escalating concerns, not providing treatment. Clear protocols protect both you and the employees.
Enterprise sales cycles run 30-90 days from initial contact to signed contract. Companies need time for legal review and budget approval. Plan for 2-3 months before seeing significant revenue.
Basic check-ins can be automated, but human touchpoints drive premium pricing. The most successful operators blend automation for scale with personal attention for value differentiation.
Early movers often get acquired by larger companies wanting to add these capabilities quickly. Focus on building strong client relationships and proprietary systems that larger vendors might want to license or acquire.