What we do with your employees' data
Every employer asks a version of the same question: what will we be able to see? The answer is that you will see patterns, and you will never see people.
What employers see, and what they never see
| You see | You never see |
|---|---|
| Engagement rates by department and site | Whether any named employee has registered or logged in |
| Aggregated mood and wellbeing trends over time | Any individual's mood entries, scores or history |
| Themes across the workforce, such as workload or sleep | The content of any conversation with the AI or a counsellor |
| Counselling credit usage in total | Who booked a session, or that anyone specific did |
| PRisMA results at work unit level | Any individual's questionnaire answers |
Concretely: you can learn that engagement in your warehouse rose after a campaign, or that reported strain in one department is twice the company average. You cannot learn that a particular technician spoke to a counsellor on Tuesday, and neither can their manager, because that information is never available to anyone on the employer's side.
Anonymity has a hard floor
No figure is reported for any group too small to protect anonymity. If a department or work unit falls below the minimum group size, its results are folded into a larger unit or withheld entirely. A dashboard that lets a manager deduce an individual from a small team is surveillance, and we do not build it.
Where data lives and for how long
Employee data is stored encrypted, in transit and at rest, on infrastructure hosted in the region. Personal accounts belong to the employee, not the employer. When your contract ends, aggregate reporting history is exported for you; individual accounts are not handed over. Employees can request deletion of their own data at any time, directly to us, and the request is honoured within seven days. PRisMA assessment records are the exception: the guideline requires those to be retained for seven years, and they are retained at work unit level, not individual level.
PDPA compliance
We process personal data under Malaysia's Personal Data Protection Act 2010 and Singapore's Personal Data Protection Act 2012. Consent is collected from each employee at registration, in their own language, in plain words. Data is used to deliver the service and for nothing else. We do not sell data, share it with advertisers, or pass it to your employer beyond the aggregated reporting described above.
How the AI is used, and what it is not allowed to do
The AI companion provides emotional support, self guided exercises and signposting. It is not a clinician and it does not pretend to be one. It does not diagnose, it does not prescribe, and it does not make treatment decisions. Its boundaries are enforced in software, reviewed by our clinical team, and tested against the situations that matter: it must decline what it is not qualified for and hand over to a human.
When a conversation indicates possible risk of harm, the platform stops normal operation. The person is offered an immediate route to a human, shown verified crisis lines for their country, and the case is escalated to the care team under the crisis protocol. This path is tested, on a schedule, like any other safety system.
The humans behind the care
Counselling is delivered through our counselling partner within the Zoala group, by licensed practitioners working under clinical supervision. Credentials are verified before a counsellor joins the panel, and supervision is continuous, not annual. If you want the registrations and supervision structure in writing for a procurement file, ask and we will provide them.
Requesting deletion
Employees write to hello@eveand.ai from any address, or use the in app request. Employers can request deletion of company aggregate data at contract end. Either way, seven days, confirmed in writing.
Last reviewed 16 August 2026. This page is maintained by the eve & ai data protection owner; questions to hello@eveand.ai.
Put your compliance officer in the room
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