Measure psychosocial risk with validated instruments, act early, and hold audit-ready evidence, with privacy built into the platform.
A weekly pulse of about 60 seconds, team-level trends at a minimum group of 10, and a WHS risk register with a named owner against every hazard.
Built for aged care, education, manufacturing, professional services.
Across the world, regulators increasingly treat psychosocial safety as a legal duty that has to be measured and managed.
The same approach appears in international guidance: ISO 45003 gives guidelines for managing psychosocial risk at work, and the World Health Organization’s guidelines on mental health at work recommend that employers act on psychosocial risks at the level of the organisation.
ISO 45003:2021, Psychological health and safety at work: guidelines for managing psychosocial risks · World Health Organization, Guidelines on mental health at work, 28 September 2022
Alongside the hazard results sits a validated wellbeing index, a measure of what good controls are there to protect.
A weekly pulse of about 60 seconds, plus quarterly assessments on BAT-23 and a validated wellbeing index, and a fuller twice-yearly measure of workplace trust, fairness and support from managers and colleagues. Deskless-friendly: it runs on the phone already in their pocket. Workers can also write feedback and tag the hazard it relates to, which starts an entry in the register.
Team-level trends and early-warning signals, aggregated at a minimum group of 10. Team trends never show an individual. Each hazard in the register carries a likelihood and consequence rating.
Exports a WHS officer can read: hazards, controls in hierarchy order, and a named owner against each one.
Every change to the register goes into an audit trail. Weekly scores build a trend, so you can see whether a change you made moved it.
BAT-23, COPSOQ III and a validated wellbeing index are published, peer-reviewed instruments in international use.
A minimum group of 10. Small groups are easy to identify, so we don't show them. Written feedback is confidential. Leaders read it without names, and only where at least 10 people have answered. A worker can also choose to contact a named lead. All data, including written feedback, is encrypted at rest and stored in Sydney.
The international standard for psychological health and safety at work shapes our access model.
We show the evidence; your organisation makes the judgement.
Early signals in team trends
Strain compounds in silence until someone leaves. We surface it early, in team trends that never show an individual.