The benefits people actually use.
One wallet per employee. About ₹3,000 per employee per year buys benefits worth up to ₹10,000 for them and their family. This is indicative at partner providers’ standard prices.
Ethika Worklife Private Limited · This is not an insurance product.
Sample data. The app is the demo. See it live when we talk.
Running 10,000+ lives or multiple entities?
Governance, harmonisation and white-label delivery.
For enterpriseBuilding a company of 200 to 1,000?
Benefits your team feels, without an HR department’s worth of admin.
For foundersRunning an India team from a global HQ?
The India benefits layer your global programme is missing.
For GCCs & global teamsOne wallet. Four areas of life.
Every employee gets the same wallet and spends it on what their life actually needs this year. Tap a benefit to see how it works.
Doctor OP consultations
See a doctor, in person or by phone, and pay from the wallet at actuals, capped. No claim form, because there is no claim.
Part of the Employee Health Program module inside the wallet.No separate OPD plan needed
Doctor OP consultations and pharmacy sit inside the wallet, paid at actuals, capped. Most teams buying a standalone OPD add-on are paying twice for the same visits.
This is not an insurance product. Limits are contractual, stated before you sign.
We also come to the office.
Health at the office
- Annual health camp: an 83-parameter check
- Skin, ENT, vision and dental days
- Orientation sessions for new joiners
- Grief counselling, when a team needs it
Safety & skills
- First aid, CPR and BLS training
- Fire drill
- Ergonomics workshop
- PoSH awareness workshop
For teams of 50+ lives, scheduled within 10 working days.
Live in weeks. About five minutes a month after that.
Share your headcount
That is genuinely all we need to give you a price indication. No forms, no demo gate.
We enrol your team
Every employee gets the app, the wallet, and a human to call. We run everything: providers, bookings, helplines.
HR sees usage, not identities
One view of what your people are actually using, never who used what. That is the whole monthly job.
RISE works alongside your broker. No change, ever.
RISE is not insurance, so it asks nothing of your insurance. Your broker stays your broker. Your insurer stays your insurer. Your renewal stays your renewal. We never ask for your policy, your premium, or your renewal date. There is nothing here for us to quote on.
Ethika Worklife is a subsidiary of Ethika Insurance Broking Pvt Ltd. The two run separately: this site sells wellness, that one is the licensed broker.
Insurance services referenced here are provided only by Ethika Insurance Broking Pvt Ltd, an IRDAI-licensed Direct Insurance Broker · Certificate No. 574 · valid till 7 Aug 2028.
Insurance is the subject matter of solicitation. Ethika Worklife Private Limited does not solicit, sell or service insurance, and nothing on this page is an insurance product.
What would RISE cost your team?
One number in, one number out. No email, no phone number, no call scheduled behind your back.
Indicative at ₹3,000 per employee per year, excluding GST. Final pricing is confirmed in writing before you commit.
The questions buyers actually ask.
How does ₹3,000 buy up to ₹10,000 of benefits?
Because we buy in bulk and you don’t. Consultations, pharmacy, counselling and perks are contracted at group rates across all RISE members, so each rupee in the wallet buys more than it would retail. “Up to ₹10,000” is indicative at partner providers’ standard prices. Actual value depends on what your people use.
Is this insurance?
No. RISE is a wellness and benefits programme, not an insurance product. There is no policy, no claim, no insurer. It runs alongside whatever insurance you already have, without touching it. Insurance, where referenced, is provided only by the licensed broker named in the footer.
Do we still need a separate OPD plan?
Usually not. Doctor OP consultations and pharmacy are inside the wallet, at actuals, capped. If you already have an OPD rider, compare what it costs against what it pays out. That maths is often the whole conversation.
What does HR actually see?
Usage, not identities. HR sees what benefits are being used and how much value the team is drawing, never who booked a counselling session or ordered which medicine. That line is contractual, in writing.
A company has two jobs for its people.
Help them rise. Protect them when they fall. The second job belongs to insurance and the people licensed to fight for it. This, the everyday, the benefits people actually use, is the first job, done properly.