A wellbeing programme you can defend at renewal

The utilisation problem is the whole problem

Traditional EAP utilisation is widely reported in low single digits. At that level the programme is invisible to employees, invisible in your reporting, and indefensible at renewal. The causes are practical, not mysterious: a hotline in the wrong language, at the wrong hours, requiring a phone call nobody wants to make.

We built for the causes. An AI companion in eight languages, available at any hour, with counselling one step away and onboarding that works for staff who have no work email. Utilisation follows design, and the case studies show it.

Reporting a board will accept

The dashboard shows engagement, mood trends and pressure points by department, continuously, anonymised with a hard minimum group size. When the board asks how your people are doing and whether the spend is working, you answer with a trend line, not an anecdote. The insights section shows exactly what you get.

Vendor risk, answered before you ask

• Privacy. What you can and cannot see is published on the trust page, written for your compliance team and blunt enough to forward to a works council or an anxious employee.
• Clinical governance. Licensed counsellors under continuous supervision, credentials available in writing for your procurement file.
• Pricing. Published, billed on monthly active users, so you are not paying full rate for licences nobody opens. See pricing.
• Compliance. In Malaysia, the platform pairs with the PRisMA assessment, so wellbeing spend and the Section 18B duty are one workstream, not two vendors.

What rollout asks of your team

Less than you expect. A launch communication we draft with you, QR onboarding materials in your languages, and a manager briefing. Frontline heavy workforce? The industry pages cover kiosk delivery and shift aware scheduling.