corporate programmes
brisbane & australia-wide
the problem you're already being held accountable for
You didn't choose to become a mental health strategist. but somewhere between managing recruitment, retention and compliance, that's exactly what the job has turned into.
The data backs up what your exit interviews already tell you. The 2020 Productivity Commission inquiry into mental health estimated the total cost of poor mental health estimated to Australia's economy government and society at $200-220 billion a year, with workplace-associated mental ill health alone costing between $15.8 billion and $17.4 billion annually, and 15% to 45% of mental health conditions in employed people traced directly back to workplace factors. That's not an HR problem hiding in a wellbeing survey. That's a line item sitting in your absenteeism report, your turnover costs and your workers' compensation premiums.
And the ground has shifted under you legally, not just financially. Since 1 April 2023, Queensland employers have operated under a legally enforceable Code of Practice, Managing the risk of psychosocial hazards at work, made under the Work Health and Safety Act 2011 (Qld). It requires every business to proactively identify, assess and control psychosocial hazards, excessive workload, low job control, poor support, poor change management, low reward and recognition, with the same seriousness as a trip hazard or unguarded machinery. Courts can treat the Code as evidence of what's reasonably practicable in a prosecution, which puts this squarely in risk-management territory, not just wellbeing territory. Mental health-related workers' compensation claims already cost Australian employers over $500 million a year and take roughly three times longer to resolve than a physical injury claim.
why the usual wellness initiatives aren't moving your KPIs
You've probably already tried a few things. A wellness day. A meditation app subscription nobody opens past week two. A one-off "resilience" seminar that gets a good feedback score and changes very little by the following Monday.
Here's the uncomfortable truth nobody in corporate wellness wants to say out loud: information doesn't regulate a nervous system. Knowing you're stressed doesn't switch off the stress response. Your staff can recite "just breathe" and still walk into every client call braced like it's a threat, because the part of the body holding that bracing pattern isn't the thinking brain. It's physiological. It needs a physiological intervention, not another slide deck.
That's the gap Fascia is Freedom closes. It's the missing layer between "we're aware of the problem" and "our people can actually regulate under pressure and build a capacity for stressful situations."
the approach - practical, measurable, built for business
Fascia is Freedom delivers workplace nervous system regulation and fascial release training, drawing on Human Garage Fascial Manoeuvres alongside nervous system regulation tools, designed around one outcome: staff who can recover from pressure fast enough that pressure stops compounding into absenteeism, presenteeism and resignations.
No incense, no forty-minute meditations, no assumption anyone will download an app and stick with it. Two things happen here, and they do different jobs. Staff get short, daily desk-based exercises they can run between meetings or before a hard conversation, no equipment, no change of clothes, just enough to interrupt a stress spiral in under two minutes. Then, because a quick manoeuvre can only do so much, they attend 60-minute classes, in person or online, where the actual fascial release happens. That's where tension your body has been storing for months finally gets somewhere to go.
Nothing about this needs fancy kit. Come in whatever you're comfortable moving in, and bring a yoga mat for the manoeuvres done lying down. That's the full equipment list.
This is corporate resilience training grounded in nervous system science and fascial anatomy, translated for people managing deadlines, not managing a healing journey. It sits comfortably alongside your psychosocial risk management obligations under Queensland's current WHS Code of Practice, giving you a documented, evidence-based control measure you can point to, not just a wellbeing perk you can mention in the newsletter.
what this actually does for your business
Move. Regulate. Perform.
framed the way you will need to frame it to your leadership team when you're asking for budget:
Productivity - staff who can regulate their stress response recover attention and decision-making speed faster after high-pressure periods, instead of running at reduced capacity for days afterward.
Absenteeism and sick leave - chronic nervous system dysregulation is a documented driver of fatigue-related and stress-related sick leave. Teaching staff to actively down-regulate reduces the cumulative load that turns into a Monday off.
Retention - people don't resign from workloads they can recover from. They resign from workloads that never let them come down. This is a retention lever your engagement survey has been quietly asking for.
WHS and psychosocial compliance - a structured, evidence-based training programme you can document as an active control measure for psychosocial risk, supporting your obligations under Queensland's Managing the risk of psychosocial hazards at work Code of Practice.
Workers' compensation exposure - fewer prolonged stress-related claims, in a category already running at roughly triple the resolution time of physical injury claims.
three ways to start
Unlock: The 60 Minute Reset
A single introductory session for teams and leadership who want to see the method before committing budget to it. In sixty minutes, your people get a plain-English explanation of what chronic workplace stress actually does to the body, and two or three regulation techniques they can start using immediately. It's the lowest-friction way to test this internally and gauge staff response before scaling it further. This is charged out at a flat rate of $1,500 online and $2,200 in person. Book a discovery call to see when we can begin this for your organisation.
Freedom Foundations
A structured short programme (typically four to eight 60-minute sessions over two months, in person or online) that pairs Human Garage Fascial Manoeuvres with daily desk-based regulation tools, building real nervous system capability across a team rather than a one-off spike of awareness. This is the package HR teams choose when they want a genuine, budget-justifiable pilot: measurable engagement, a clear before-and-after, and a documented training initiative to sit inside your psychosocial risk management plan.
The Resilience Protocol
The extended, organisation-wide option for businesses ready to build nervous system regulation and embodied stress release into their culture, not just their calendar. More 60-minute sessions, deeper fascial technique-building, daily desk practices woven throughout, and specific attention to leaders, because a dysregulated manager sets the tone for an entire team's stress response. This is the package built for boards and executive teams who've seen the workers' compensation and turnover numbers and want to get ahead of them, not react to them.
You don't need another wellbeing initiative that looks good in a report and changes nothing in practice.
You need staff who can manage pressure without it turning into a sick day, a resignation letter or a workers' comp claim.
Book Unlock: The 60-Minute Reset and see the difference in a single session, before you commit to anything bigger.
The Legal Mechanics Nobody Explains to HR Until It's Too Late
Right to Disconnect: Already Law, Already Enforceable
Since 26 August 2024, the Fair Work Act has given employees a legislated right to refuse to monitor, read or respond to work contact outside their working hours, unless that refusal is unreasonable. Small businesses (under 15 employees) came under the same obligation from 26 August 2025. This isn't a guideline or a best-practice suggestion. It's an enforceable workplace right, and taking adverse action against an employee for exercising it can trigger a general protections claim.
For HR, that means "always-on" culture isn't just a wellbeing risk anymore. It's a legal one. A pattern of after-hours contact that isn't clearly justified, documented and reasonable is now something your business can be taken to the Fair Work Commission over.
What This Actually Costs You, Win or Lose
Here's the part most businesses don't find out until they're already in a dispute: matters before the Fair Work Commission, including right to disconnect disputes and general protections claims, operate under a "no costs" jurisdiction. Under section 611 of the Fair Work Act, each party bears its own legal costs regardless of the outcome. Win the case and you still pay your own lawyer. There's no clawing that back from the employee except in rare, vexatious circumstances.
Meanwhile, if a claim escalates into a psychological injury under Queensland's workers' compensation scheme, an accepted claim is paid out through WorkCover Queensland, the state's statutory insurer, and that cost lands on your premium through experience rating. You don't write the initial cheque. You absorb it anyway, over time, in every renewal after.
Put plainly: prevention is the only cost-effective option on the table. Every dollar spent training staff to regulate stress and disconnect properly is cheaper than a single contested claim, on both sides of the ledger.
the numbers behind the risk
Nationally, Safe Work Australia's most recent data shows mental health conditions now account for 10.5% of all serious workers' compensation claims, up 19.2% in a single year and up 97.3% over the past decade. This is now the fastest-growing category of workplace injury claim in the country.
Queensland's numbers are sharper still. WorkCover Queensland's own reporting shows accepted psychiatric injury claims rose 92% over the four years to 2021-22, then a further 32% the following year.
Psychological injury claims sit at roughly 5% of total statutory claims by volume, but they now account for around 15% of total statutory payments, a cost share three times their claim share. The average finalised psychological claim costs about $23,000, nearly double the $13,000 average for a physical injury claim, and takes 113 days off work to resolve compared with 42 days for a physical injury. Return-to-work rates are lower too: 73.3% for psychological claims against 93.3% for physical ones.
That's the shape of the risk sitting inside your business right now, whether or not it's shown up in a claim yet.
Inclusive by design
Employees should not have to explain their body, health or personal history to participate safely.
Every programme includes seated and standing options, smaller-range alternatives and permission to observe. Self-contact is optional. Eyes remain open unless an employee independently chooses otherwise. Online participants may keep cameras off.
I do not ask employees to disclose a diagnosis, disability, pregnancy, trauma history or mental-health concern in the group. Accessibility needs are discussed with the organisational sponsor before delivery so the format can be adapted appropriately.
Observation is participation. Choosing not to complete a movement never requires an explanation.
Individual skills do not replace organisational responsibility
Fascia Is Freedom Corporate packages gives employees practical movement and stress-management skills. It does not ask them to regulate their way around excessive workloads, bullying, inadequate staffing, poor role clarity or unsafe work.
Safe Work Australia identifies psychosocial hazards as features of work design, environment, equipment and workplace interactions that may cause psychological harm. Organisations must eliminate or minimise those risks so far as reasonably practicable.
For that reason, the programme is designed to sit alongside - not replace - your psychosocial risk controls, healthy job design, ergonomic support, manager capability, EAP and appropriate medical or allied-health care.
This boundary is not a limitation. It is what makes the programme responsible and credible.
Meaningful measurement without employee surveillance
The longer programmes use short anonymous pre- and post-questionnaires to understand whether employees found the programme relevant, safe and practical.
The evaluation can track participant-reported changes in:
• recognition of early physical strain;
• confidence using brief movement practices;
• perceived workday tension and energy;
• ability to transition between demands;
• mental availability;
• practice use outside the facilitated sessions; and
• intention to continue using the skills.
Results are reported in aggregate with clear limitations. I do not promise reductions in absenteeism, turnover, burnout, injury claims or productivity because those outcomes are affected by many organisational and personal factors.
The programme measures what it is positioned to influence directly: learning, relevance, confidence and use.
I read bodies for a living.
I’m Tracy Malone, founder of Fascia is Freedom.
For more than 18 years, I have worked as a holistic counsellor. My professional training includes Family Constellations, TRE, Polyvagal Theory and Human Garage fascial manoeuvres, supported by almost two decades of experience in somatic work and reading bodies.
I notice how strain appears before someone explains it: in pace, breath, bracing, posture, movement, attention and the effort used to stay composed.
In corporate groups, I do not diagnose individuals. I use that experience to read the room, adjust pacing, offer alternatives and recognise when the group needs more movement, more time, less intensity or clearer instruction.
Fascia Is Freedom Corporate programs are not a fitness instructor adding a stress talk or a speaker adding a stretch break. It is an integrated body-based programme adapted carefully for the realities of work.
frequently asked questions
Is this an exercise or fitness programme?
No. It is a low-intensity movement and nervous-system education programme for ordinary workplace settings. It does not aim to improve cardiovascular fitness or replace physical-activity guidelines.
Is this therapy or trauma work?
No. Employees are not asked to disclose personal experiences or process trauma. The programme provides general movement, body-awareness and stress-management education.
What are fascial manoeuvres?
Fascia is connected, innervated tissue involved in movement and sensory information. The programme uses accessible movements informed by Tracy’s Human Garage training, including slow movement, optional self-contact and gentle opposing directions. Employees compare changes in ease and effort without being told what they should feel.
Is the corporate programme created or endorsed by Human Garage?
No formal endorsement is implied. I use fascial manoeuvres learned through Human Garage training and integrate them with my wider somatic and nervous-system experience in a corporate programme I have created.
Do employees need to be flexible or physically fit?
No. Every practice includes seated, standing and reduced-range options. Employees may pause, observe or opt out.
Will you touch participants?
No. Corporate group delivery uses optional self-contact only.
Can the programme be delivered online?
Yes. Delivery is available live online across Australia, in person across Brisbane or as a hybrid programme. Cameras may remain off during online movement practice.
How is the programme priced?
Investment depends on the delivery format, cohort size, number of cohorts, customisation, resources, measurement, reporting, travel and internal-use rights. After a short discovery call, I will recommend the most useful format and provide a clear AUD proposal.
Give your people something they can use in the next two minutes
Your organisation may already provide wellbeing information, counselling, ergonomics, fitness support and mental-health resources.
Facia Is Freedom Corporate programs adds the practical body-based layer: what an employee can do after the meeting, during the screen-heavy afternoon or before they carry the working day home.
Let’s discuss your workforce, your existing strategy and whether the right starting point is a 60-minute workshop, a four-week pilot, the six-week signature programme or a longer partnership.
I acknowledge the Gurumgul people, the First Nations custodians of the land on which I live and work. I honour their deep connection to this Country, which has held and sustained life for countless generations.
I recognise that the Gurumgul people never ceded their sovereignty, and that this land was taken from them. I acknowledge the truth of this history with respect, humility, and a commitment to remembrance.
Although the Gurumgul people, their language, stories, and traditions are no longer present in living memory, I recognise their enduring presence in the land itself. The rivers, soil, trees, and skies continue to carry the imprint of their care, wisdom, and belonging. I hear it in the birds and feel it in the earth beneath my feet and the wind as it blows.
I live on this land with respect and reverence. I honour its history, walk gently upon it, and remain committed to caring for Country in a spirit of gratitude, humility, and stewardship.
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