EHS Champions see everything
Up to five core seats per organisation. No partial visibility, no routing rules, every Champion sees the full picture from day one.
Simple by design
How EHS works.
No survey cycles, no long questionnaires, no special events. A simple, repeatable way to understand how your people feel, over time.
How EHS Works
One question. One score. Nothing else to manage.
EHS captures how your people feel about working for you through a single question, sent on a regular cycle. Employees pick the face that best matches how they feel, add a comment if they choose, and that's it, the whole thing takes seconds.
Responses are anonymous to your team by default. People are known to the platform so each person responds once per cycle, but no manager or HR lead can see who said what. The result is a participation rate and a signal quality you won't get from a named survey.
From each cycle, EHS generates a live 0–100 Employee Happiness Score, alongside the main themes behind it, updated continuously and visible to the right people the moment responses come in.
No long surveys. No delays. No programme to run. Just a clear, continuous read on how your people feel at work, early enough to act on.
One question. Anonymous by default.
The same question, every cycle.
Employees are asked to pick the face that best matches how they feel about working at your company, optionally add a short comment explaining why, and submit, anonymously, by default.
The consistency is intentional. It's what makes your score comparable over time and what makes any future benchmark meaningful.
How the score works
Every response feeds into a live score between 0 and 100.
The score is designed to behave like a KPI leaders already understand. It moves as sentiment changes and can be tracked over time or compared across teams, roles, sites, or any other group the organisation chooses.
EHS brings employee responses together into a clear, consistent measure of how work feels. Its design is informed by scientific research into employee experience and measurement. Read your score alongside participation, response patterns and comments to build an accurate overall picture and track change over time.
We are developing an industry benchmark so your score will carry context beyond your own walls. Every organisation uses the same question and the same methodology, which is what will make that comparison meaningful once it's ready.
Who sees what
EHS Champions see everything. That's the whole model.
There's no routing tree to configure and no line-manager visibility toggle. Each organisation appoints up to five EHS Champions, the people who own the score. Every Champion sees every response, from day one.
Notifications, on their terms
Each Champion sets up their own alerts, email, Slack, or both, in their personal settings. No admin needed to change it later.
The one choice that stays with the employee
Before submitting, employees can choose to reveal their identity. It's off by default, never prompted, entirely optional.
The vault stays locked
Nothing leaves the platform. Notifications contain no feedback content, there is nothing to forward, screenshot, or share. Feedback is readable only inside EHS, and only if the employee has chosen to reveal their identity.
How leaders use ehs
Leaders can see:
The current EHS score
How it's trending over time
Where it differs between groups
The main themes behind the score
This makes it possible to distinguish isolated movement from sustained patterns, instead of relying on anecdote or waiting for problems to surface in lagging metrics.
EHS
One question, every cycle, organisation-wide. Anonymous by default, verified once it's earned. Reported straight into your boardroom cadence.
AI-inferred insight
Surfaces the trend behind every score. Flags shifts before they show up in the headline number. No manual tagging, no configuration.
Open Check-ins
Custom check-ins between EHS cycles, scoped to any team. Lifecycle-based or ad hoc - SMS, email, QR, link.
Understanding what's behind the score
The score moves. Ask EHS explains the movement.
Every cycle, Ask EHS scans all feedback and identifies the themes sitting behind the number, so leaders spend time acting on insight, not searching for it.
No reports to run. No manual analysis. Just ask what you want to know in plain English and get a clear, direct answer drawn from your own data.
It draws on everything your team has said, not a filtered subset, so the themes it surfaces reflect the full picture, not just part of it.
Continuous, not episodic
EHS runs continuously rather than in cycles
- Spread check-ins over time to create a steady heartbeat.
- Focus on specific teams, roles, or moments.
- Run a targeted check-in during change, onboarding, or return-to-work.
This avoids survey fatigue while building a clearer picture of movement over time. Problems don't start on survey day, and EHS isn't limited to it.
See it in practice