Proactive wellbeing check-ins with 100% of your people
There is a better way to look after your people. Most employee assistance programs sit unused. Only around 5% of people ever use them. We call everyone: an employee assistance program that checks in with every person.
77,000+ check-ins·118+ countries·ISO 45003 aligned·Australian registered not-for-profit
Sample Check-in Call
A short, confidential check-in, just like the ones we run for your team.
Uses your microphone · about five to ten minutes
Get a sample check-in call from Aida
Aida, our AI, rings your mobile in about a minute and runs a short check-in with you, just like the ones we run for your team.
Traditional EAP and Proactive EAP, side by side
Who it reaches
Traditional EAP
The people who decide to call. Around 5% of staff use it.
Proactive EAP
Everyone. Each person gets a confidential check-in call on the cadence you choose.
How support starts
Traditional EAP
The person has to recognise they need help, then make the call.
Proactive EAP
We call first. Voice AI or a trained MHFR, depending on plan, checks in and connects people to support.
What the employer learns
Traditional EAP
Usually aggregate usage numbers.
Proactive EAP
De-identified insight into what is working and what to fix, team by team.
How it is priced
Traditional EAP
Usually a fee per employee, or per counselling session.
Proactive EAP
Per person, per month, by level of care. See pricing
| Traditional EAP | Proactive EAP | |
|---|---|---|
| Who it reaches | The people who decide to call. Around 5% of staff use it. | Everyone. Each person gets a confidential check-in call on the cadence you choose. |
| How support starts | The person has to recognise they need help, then make the call. | We call first. Voice AI or a trained MHFR, depending on plan, checks in and connects people to support. |
| What the employer learns | Usually aggregate usage numbers. | De-identified insight into what is working and what to fix, team by team. |
| How it is priced | Usually a fee per employee, or per counselling session. | Per person, per month, by level of care. See pricing |
Only around 5% of people ever use your EAP
Not because you chose badly. Because the model was built to wait.
need support each year
ever use it
who need help get none
You pay for everyone. Almost no one uses it. It doesn't have to work that way.
We call everyone. Reaching out shouldn't be the hard part.
Voice AI or a trained Mental Health First Responder calls every team member, on a schedule you set, depending on your plan. Nobody has to put their hand up.
True proactive and preventative support regardless of how you feel.
Voice AI or a trained MHFR calls every person, on your schedule, depending on your plan. Nobody has to put their hand up.
What is reactive mental-health support quietly costing you?
Answer four quick questions and see an on-screen estimate of the avoidable people-cost your organisation may be carrying each year — free, no email needed to see it.
Want the method behind the numbers? Read how to build the business case.
You have some support (such as an EAP), but it mostly kicks in after a problem appears, and who handles it depends on who happens to be available.
25% reduction — the more defensible number
A caring check-in call. Before anyone needs it most.
We call every team member.
Monthly, every second month, quarterly or twice a year. By voice AI or a trained MHFR, depending on your plan. Never a call centre.
A five to ten minute LIFT conversation.
Evidence-based. Extends or books a longer session if there’s more to talk through.
Themes become a psychosocial risk report.
Patterns and recommendations for you. Never named individuals.
The app keeps the channel open between calls.
Check-ins, a trusted peer network, an MHFR a tap away. Support follows need.
Longer sessions and psychologist referrals are billed only when used. No retainer for support no one touches.
Sample report
What you see after a check-in cycle
Click a factor, switch teams, or step through identify, assess, control and review. This is a sample for a fictional organisation with invented numbers.
Sample cycle, quarterly check-ins
Riverbend Freight Co.
Employees spoken to
81%
194 of 240
Unsuccessful contacts
11
to follow up
MHFR sessions booked
9
Avg. call duration
7:40
Work organisation
- Job security & precarious workNo signal this cycle
Social factors
- Organisational & workgroup cultureNo signal this cycle
- ⚠HarassmentNo signal this cycle
- ⚠Violence at workNo signal this cycle
Work environment
Work organisation · across all teams
Workload & work pace
- Mentions
- 28
- People who raised it
- 19
- Peak severity
- Chronic
- Trend vs prior
- ↑ 18%
By team
- Warehouse12
- Transport10
- Customer service4
- Finance and admin2
What people said, de-identified
- Shifts have been short-staffed most weeks since peak season started.
- Pick targets went up without a change to breaks or rosters.
- People are skipping breaks to keep up with the dock schedule.
Plain-language summaries, never anyone's own words.
All 20 factors are listed, including those where nothing surfaced. No signal means nothing was raised this cycle; it is not an assessment that the factor is safe or controlled.
- Team hiddenFewer than five people, rolled up into the totals
92 people · this cycle
Warehouse
Top factors raised
- 1Workload & work pace
- 2Job demands
- 3Support & supervision
Themes appear only for groups of five or more. Smaller teams fold into the totals so no one can be singled out.
Every person was offered a check-in this cycle, so hazards surface from the whole workforce, not only the people who speak up.
In this sample, Workload & work pace and Job demands surfaced most, concentrated in Warehouse and Transport. One escalation factor was raised and followed up.
Each theme carries a severity mix, the number of people who raised it and the trend against the last cycle.
Workload was raised by 19 people, mostly at strain and distress, up 18% on the prior cycle. That is the assessment input: how widespread, how serious, which way it is moving.
Your leaders and responders decide the controls, in consultation with the people affected. The report shows where to act first.
Example controls a business might record: rebalance peak rosters in Warehouse, add a mid-shift break, give Transport earlier notice of roster changes.
The next cycle is comparable with this one, so you can see whether exposure fell after you acted, not only whether actions were done.
Working hours & schedule is down 6% after last cycle's change to roster notice. Leadership is down 10%.
Infrastructure, not another wellbeing app
77,000+ confidential check-ins across 118+ countries.
MHFRs character-trained, clinically supervised, certified in LIFT and ACT.
Clear escalation to registered psychologists when clinical care is the right next step.
Aligned with ISO 45003 and Safe Work Australia.
Registered Australian not-for-profit, Social Traders certified, counts as social procurement spend.
A good EAP returns real value, but only on the few who engage. We capture it across everyone.
Your duty of care, evidenced
Identify, assess, control, review. The law asks for all four. Most organisations can't see the risk until something goes wrong.
The app surfaces the leading indicators.
The calls surface the themes behind them.
The same system that reaches your people gives you the evidence that you did.
Not surveillance. Not a survey. Not a replacement for care.
Not surveillance.
Conversations stay confidential. Leaders see anonymous themes, never who said what.
Not a survey.
A real human conversation with every person, plus live data in between.
Not a replacement for clinical care.
When someone needs a psychologist, we get them there.
Frequently asked questions
For HR, WHS and business leaders
See what it looks like for your team
A 30-minute conversation to scope your team and the right package. No obligation.