For business

Your best people burn out quietly.

By the time it reaches an exit interview, it has been building for months. EAS gives you a continuous read on how your workforce is actually doing.

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The problem

The annual engagement survey is a photograph of a moving car.

Once a year, anonymised, self-reported, and already stale by the time it is presented. It tells you how people felt during the week you asked. It cannot tell you who is running down right now, and it cannot tell you early enough to do anything about it.

Opportunity cost

Support pays back

Employer mental-health programs return a multiple of their cost, up to $5 for every $1 in the largest UK analysis (Deloitte, 2020).

Performance

It shows up in the work

Mental illness costs Canadian employers $6.3 billion a year in lost productivity, through absence and through people working below baseline (Deloitte Canada, 2019).

Absence

Then it shows up in the roster

Unaddressed, this drives a substantial increase in absenteeism and underperformance.

Evidence

When people feel supported, they show up differently.

The evidence base is real. Employer mental-health programs pay back a multiple of what they cost, and measured deployments move stress, sleep, and fatigue within a year.

$5
Returned per $1
Employer mental-health programs (Deloitte UK, 2020)
2.2×
Median return
Canadian programs running 3+ years (Deloitte Canada, 2019)
4×
Return in health and productivity
Treating depression and anxiety (WHO, Lancet Psychiatry, 2016)
21→15%
High emotional stress
After one year of a Canadian workplace program (JOEM, 2018)

Sources: Deloitte UK, Mental health and employers (2020) · Deloitte Canada, The ROI in workplace mental health programs (2019) · Chisholm et al., Lancet Psychiatry (2016) · Lowensteyn et al., JOEM (2018). Results vary by organization and program.

Who sees what

What an employer can actually see.

This is the question every employee asks and every HR leader has to answer. The boundary is enforced in the database, not left to policy.

Employee

A dashboard of their own

A personal dashboard and content routed from each person's own result. Managers have no read path to an individual's assessment, and family check-ins are readable by that person alone.

Manager

Your team, in shape

Group-level readiness for the people you are responsible for. Enough to act on, never enough to read someone's file.

Executive

The organization

Aggregate readiness, trend, and cost modelling across the whole population. Ask it questions in plain language.

ERI Hub enterprise console
The enterprise console: aggregate readiness, claims and financial modelling, and anonymous pulse, with access scoped role by role.
Method

Three kinds of signal.

Measured

Objective input

Perceived

How it feels inside

Context

Clinician-scripted

Rigour

Grounded in published clinical instruments.

The clinical screens come from the published literature. The performance and triage questions were developed in-house.

Validated

Published instruments

Used as published, so a result means the same thing everywhere it appears.

Proportionate

Brief, on your cadence

Light enough to keep doing, on a schedule each organization sets for itself.

Bounded

Not a diagnosis

EAS is the layer between normal and crisis. It notices early, and it never diagnoses.

Security

Access is scoped role by role.

Isolation

Yours alone, at the database

An individual's results are readable by that person alone, enforced in the database. Leaders see cohort averages, never computed over groups smaller than five.

Compliance

HIPAA and PHIPA

HIPAA in the United States, PHIPA and PIPEDA in Canada. Infrastructure runs under a signed Business Associate Agreement on HIPAA-eligible services.

AI posture

Clinicians write the questions

Structured questions are authored by clinicians and fixed, and the assistant answers through retrieval (RAG) to keep answers accurate and grounded in approved content.

Encrypted in transit and at rest · Role-scoped access

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See it against your own workforce.

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