Understand how work feels.
Know where to focus.

Employee Happiness Score brings a consistent score, employee feedback and Check-ins together. Understand what people value, where work feels difficult and what deserves your attention.

Book a demoSee how EHS works →

First 90 days free. No card required.

Potters
Resorts
“For the first time we could see how our people genuinely felt about working here.”Thea McCormack, HR Director, Potters Resorts
Read their story →
Start with what matters to you

What do you need to understand?

The score is a starting point

Measure regularly.
Keep listening in between.

How EHS works →
EHS Cycles

A consistent view of how work feels.

One question, five labelled faces and space for an explanation. Revisit the same measure over time, with participation and feedback to give it context.

The employee question

How do you feel about working at [your company]?

Actively unhappy
Unhappy
Neutral
Happy
Actively happy

Cycles are anonymous by default. A verified score is released after collection closes and the participation requirement is met.

Understand the score and verification →
Check-ins

Give people more ways to be heard.

Explore a specific issue or hear how a change is working. Share a QR code or direct link to an open Check-in, or invite people by email or SMS.

An example Check-in

What would make review feedback clearer and more useful to you?

EmailSMSQR codeDirect link

Check-ins add context between Cycles. Their responses stay separate from the EHS score.

Explore listening between Cycles →
Make sense of what you hear

AI helps find the themes.
Your team decides what changes.

Ask EHS helps authorised users explore feedback. Read it alongside the original comments, then agree a response with the people who can act.

Our approach to AI →
01ListenPeople share their own experience.
02UnderstandExplore the score, themes and comments.
03RespondDecide, communicate and listen again.
Ideas for better listening

A clearer view starts
with a better question.

Practical perspectives on employee happiness, chosen to help you decide what to explore next.

Explore a topic
RetentionParticipation and trustUnderstanding resultsTurning feedback into actionLeadership and follow-through

EHS Insights →

Deeper analysis for HR and leaders.

Explore the collection

EHS Signals →

Short perspectives that prompt a useful question.

Explore the collection

EHS Answers →

Clear answers to specific questions.

Explore the collection
A Potters Resorts hospitality colleague welcoming a guest
EHS in practice / Potters Resorts

Make room for the employee’s view.

See how Potters Resorts brought employee feedback into conversations about working life, with HR exploring the themes and managers opening discussions with their teams.

Read the Potters story →

Explore customer stories

A measure with a clear purpose

Useful today.
Built for consistency over time.

The immediate value of EHS is understanding your own organisation. A consistent question and method give each Cycle a common starting point.

Our longer-term ambition is to build an industry benchmark for how work feels. That starts with consistent measurement, clear context and responsible interpretation.

The method behind the measure

Understand the question, response scale, verification and how to read a result.

Explore the EHS Method →

A place in leadership conversations

Use employee experience alongside your other business measures, with the feedback that explains it.

Explore the People KPI →
A few useful answers

Before you take
the next step.

Find more in EHS Answers, or bring your questions to a demo.

We already collect feedback. What does EHS add?

A consistent measure you can return to, supported by the comments behind it. Check-ins help you explore specific topics between Cycles, so listening can inform a continuing leadership conversation.

Can people share feedback between Cycles?

Yes. Check-ins provide focused listening between EHS Cycles, through email, SMS, QR codes or direct links. Their responses are reported separately from the headline score.

Is employee feedback anonymous?

EHS Cycles are anonymous by default, with voluntary identity disclosure. Check-ins may be anonymous or named according to their settings. Comments can contain recognisable details, so the invitation and response screen should explain the arrangement clearly.

What happens after the first 90 days?

Choose EHS Complete if you want to continue. See the current pricing and terms, or talk through the right starting point for your organisation in a demo.

Your next step

Start with the people
you already have.

See how EHS can help you understand their experience and choose a useful next step.

Book a demoExplore pricing →

First 90 days free. No card required.