Workplaces
A benefit people
actually use.
Low uptake of an employee mental health benefit is rarely an awareness problem. It is friction and trust: too many handoffs, too long a wait, and a suspicion that using it leaves a trace at work.
The challenge
Traditional EAPs sit unused. They're hard to access and feel stigmatized.
How we help
- 1Give employees access to real therapists — not just an 800 number with a 3-week wait
- 2Confidential, flexible scheduling that fits into busy work lives
- 3Anonymized HR reporting on aggregate wellbeing trends — never individual data
Questions about care for workplaces
- What does the employer actually see?
- Anonymized aggregate wellbeing trends, and never individual data. You can see whether your population's wellbeing is moving and where pressure sits, without ever seeing who booked a session or what they discussed. That separation is what makes employees willing to use it.
- Why do employees not use our current EAP?
- Usually friction and trust rather than awareness. Most programmes route people to a general intake line, produce a referral list, and deliver an appointment weeks later — and each handoff loses people. Employees also suspect that using an employer benefit leaves a trace at work.
- How is this different from a wellness app?
- Employees are matched with licensed therapists and have real sessions. The app layer supports care between appointments rather than substituting for it. A benefit built only from self-guided content asks people in genuine difficulty to treat themselves.
Care for every community
Mental health isn't one-size-fits-all. See how we work with other groups.