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Where You At raises £2.5M to enhance nightlife safety

Where You At raises £2.5M to enhance nightlife safety

WYA addresses a crucial problem: the challenge of losing contact with friends in busy spaces where poor signal often compromises safety and communication. Using a patented mesh system, the app offers real-time location sharing and communication, while event organisers can use it for crowd management, emergency alerts, and anonymised footfall analytics. Users enjoy real-time location sharing, offline connectivity, safety alerts, and event-specific features. Event operators benefit from tools for crowd management, emergency communications, and targeted messaging.

The app has now established vital partnerships with more than 20 influential venues including Drumsheds, Night Tales, XOYO, and E1. This progress comes off the back of raising £2.5 million in pre-seed funding earlier this year in March 2024, led by Tony Mallin of Star Capital, which has been used to further develop the platform and help it become the “Google Maps for indoor spaces,” and after backing from Cambridge Enterprise and leading angels including Ian Cook the former CEO of Colgate-Palmolive and Carolyn Dawson CEO of Founders Forum.

Since the funding, and in the last three months, WYA has successfully developed a low-cost, scalable mesh network for connectivity and crowd data monitoring which results in a better value proposition for crowd management, and have launched a replayable video heatmap feature for operators and enhanced our Meeting Points tool with version 2.0, which provides more flexible layout options and improved app functionality.

WYA has also partnered with the Night Time Industry Association and their efforts have been recognised with a patent for their offline connectivity system, an Ordnance Survey’s Innovation Award, the Downing College’s Prize and more at the EASI awards and highlighted in Forbes Under 30 for Social Impact.

Now the team is focusing on how its crowd management tool and communications capabilities could benefit venues with navigating Martyn’s Law. After a successful summer pilot, the app is also looking to partner with more festivals and cement further strategic partnerships.

Founded by Tamzin Lent, who was motivated by a personal experience of assault after losing friends at a nightclub, WYA has already been downloaded more than 50,000+ downloads which has made it a Top 10 app in Apple’s navigation category.

See Also
When global labour market data is released, headlines tend to fixate on a single metric: unemployment. This year is no different. According to the latest figures from the United Nations and the International Labour Organisation, global unemployment remains relatively stable at just under five per cent. At face value, this suggests a labour market that is holding firm despite economic uncertainty, geopolitical instability and technological upheaval. In reality, it masks a serious and underreported problem: the true global jobs crisis is not a lack of work, but the growing scale of informal work. More than 2.1 billion people worldwide are employed in the informal economy, including misclassified workers operating outside effective regulatory coverage, where employment is typically unregistered, contracts are absent or unenforced, and access to labour rights and social protections is limited or non-existent. That represents a large portion of the global workforce. If unemployment reveals how many people cannot find work, informality shows how many are working without protection or long-term opportunity. Informal work is often associated with developing economies or unregulated sectors. However, this form of work is increasingly occurring within developed economies and regulated sectors, hidden within otherwise legitimate, fast-growing small and medium-sized enterprises – and this is often unintentional. For both businesses operating solely in domestic markets and those that have expanded abroad, adopting new workforce models and attempting to respond to rapid technological change, the crisis of informality is emerging in three key areas. The first is worker misclassification. Individuals are engaged as independent contractors but operate in practice like employees – working fulltime, at set hours, for years at a time. This is particularly prevalent in gig and platform-based roles, where algorithms determine pay, hours and performance without considering employment rights. Gig and platform work often presents as flexible and empowering, however, in practice, many platforms exercise employer-like control over payment, performance management, hours, and length of engagement, while explicitly avoiding employer obligations such as tax filings and the provision of statutory benefits like annual leave and healthcare. The result is a growing cohort of workers who fall between legal categories, carrying the risks of self-employment without the autonomy or protections that should accompany this mode of work. The second area is cross-border remote work, where informality can inadvertently arise. With post-COVID remote working models here to stay, companies are directly hiring overseas talent, assuming that because the worker is not based in the company’s home country, local employment laws do not apply. Where employment is not properly registered (whether by the employer and/or employee), local labour law is not applied, or social security obligations are misunderstood or ignored, these arrangements can slip into a form of modern informality, even where the relationship appears to be formal on the surface. This is often the point at which organisations begin to seek external guidance. In many cases, neither party fully understands the legal implications of the arrangement, which leaves both employer and worker exposed. We frequently see organisations approach us when a specific issue surfaces, such as payroll inconsistencies, questions around benefits entitlement, or concerns raised by the workers themselves, including registration process failures. Business leaders should also be aware that permanent establishment risk can arise if a remote employee is deemed to represent the company locally, which can trigger corporate tax obligations. Social security errors can happen when contributions are not made correctly in either jurisdiction, leaving workers without coverage and employers facing backdated liabilities. Meanwhile, employment law conflicts can emerge when contracts fail to meet the requirements of the host country regarding notice periods, benefits or termination rights. The third driver of informality is structural. These arrangements are becoming more common as artificial intelligence and evolving workforce models outpace regulation. Businesses are innovating at speed, but legal frameworks are struggling to keep pace. The UK’s Employment Rights Act offers a clear case study of the direction of travel. Worker protections are expanding, classification rules are tightening and enforcement is becoming more coordinated across agencies. Informal arrangements that once sat in legal grey areas are moving firmly into view and what was previously tolerated is falling under scrutiny. The challenge is that informality is rarely a deliberate choice. For many growing organisations, it becomes the default because compliant pathways are complicated and difficult to navigate alone, particularly across multiple jurisdictions. Legal advice, payroll, tax, HR, and immigration compliance are often siloed, leaving gaps that businesses may not even realise exist until a problem arises. For instance, digital nomad visas are often viewed as providing holders with wholly compliant right to work status, however employers may not realise that this is not always the case and contracts may not reflect the correct legal status or entitlements. Addressing informality requires a change in how we think about employment at a global level and recognising that flexibility and compliance are not mutually exclusive. Businesses need models that allow them to access global talent quickly while ensuring workers are properly employed and protected under local law. As attention remains fixed on unemployment figures, informality continues to expand beneath the surface. It is this hidden cohort of workers, contributing economically without security or rights, that represents the real crisis in the global labour market. Solving it will require coordinated action from policymakers and businesses alike, and a commitment to building workforce models that are not only innovative, but sustainable and fair.

James Slater, Venue Operations Manager at NTSU The Level says: “WYA links people with their peers and strengthens the ability to keep contact with those that you’re out with, even when they’ve wandered away and phone signal is limited. Tamzin and the team have been a dream to work with, with a modern eye for developing customer and venue safety through their stunning app”.

WYA competes with apps like Woov, Snapchat, and Life360 but stands out for its offline functionality and comprehensive safety features, generating revenue from venue partnerships and licensing, with plans to expand into exhibitions, conferences, and arenas.

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