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At your scale, benefits are governance, not a purchase.
You run 10,000+ lives, probably across multiple entities, geographies and legacy programmes. Nobody at that scale buys a wellness app off a pricing page. You commission a capability, hold it to a standard, and answer for it at the board. This page is written for that conversation.
Ethika Worklife Private Limited · This is not an insurance product.
Three problems only large organisations have.
Every entity has its own history
Three acquisitions, two legacy EAPs, four wellness vendors signed by people who have since left, and an employee in Pune with materially worse benefits than their counterpart in Gurugram doing the same job. Nobody chose this. It accreted.
The averages look fine
Utilisation is healthy, the engagement survey is stable, the QBR deck is green. And yet a site lead is quietly managing a crisis the aggregate never surfaced, because averages hide the severe cases, by construction.
Every vendor adds risk surface
Each wellness app is another data processor holding employee health data, another DPA to negotiate, another sub-processor list to audit, another name in the breach-response plan. At your headcount, vendor sprawl is a board-level exposure, not a procurement nuisance.
Harmonisation without the year-long project.
One wallet definition, applied across entities, with the same benefits, family rules and confidentiality standard, and with entity-level flexibility where employment terms genuinely differ, not where history happened to differ. Legacy programmes are mapped, gaps are documented, and the transition runs entity by entity on your calendar, not ours.
The end state is one sentence you can say to any employee in any entity: you have the same wallet as everyone else in this group. At 10,000+ lives, that sentence is worth more than any single benefit inside it.
Multi-entity rollout mechanics, including phasing, TUPE-style transfers and works-committee consultations where applicable, are scoped in the first conversation.
Severe-case visibility, without surveillance.
The hardest governance problem in wellbeing: the cases that matter most are precisely the ones aggregate reporting flattens out. A green dashboard-level average can coexist with a site in genuine distress.
Our reporting is built to surface severity signals while holding the line the whole product stands on: usage, never identities. Leadership sees where to look and how to respond. Nobody sees who.
And where an individual case is severe, the response is a professional one: the counselling and crisis pathways inside the Assistance Program, not a report to a manager. The organisation’s visibility ends where the person’s privacy begins; the care doesn’t.
What leadership sees
- Site-level and entity-level utilisation patterns, against the group baseline
- Escalation-pathway usage in aggregate: is help being reached for, and where
- Suppressed numbers below the aggregation threshold, so small teams stay unreadable
- Never a name, a diagnosis, or an individual’s usage, contractually
White-label as standard: your people open “YourCo Wellbeing”.
At enterprise scale, the programme is part of your employer brand, not ours. The app, the communications and the on-site presence carry your identity. We run everything behind it, to the SLA, invisibly if you prefer.
Your employee opens YourCo Wellbeing. Your board sees YourCo’s wellbeing capability. The vendor management stays one contract deep.
Illustrative mock, sample data. “YourCo” is a placeholder, not a client.
Built to run alongside your incumbents.
Your group medical placements, brokers and consultants stay exactly where they are. RISE is not insurance, places nothing, and pays no commission, so there is no mandate to negotiate around. Existing wellness vendors can be retired on their own renewal dates rather than bought out; legacy EAP commitments run down while the wallet runs up. The transition plan is sequenced around your contracts, and where an incumbent is genuinely working, it can stay. We would rather coexist than force a migration that costs you goodwill.
The operating spine your governance requires.
A named CSM
One accountable person who knows your entities, your calendar and your escalation paths, not a support queue. Backed by the delivery team behind them.
SLAs in the contract
Response times, delivery windows and escalation commitments written into the agreement: the same place your limits and confidentiality clauses live. Measured, reported, owned.
QBRs that say something
Quarterly reviews on utilisation by entity and site, programme actions taken, and what the next quarter changes, against the baseline, not against last quarter’s deck.
The DPDP note your risk committee already wants.
Every wellness vendor holding your employees’ health data sits inside that exposure. The governance question is not whether your people deserve the benefit. It is whether the processor holding the data can survive your scrutiny.
So scrutinise us. The Security & DPA pack, covering processing roles, residency, retention, sub-processors, consent architecture and breach commitments, is the one gated asset on this site, built for exactly this review.
What enterprise buyers ask us first.
Why is there no pricing on this page?
Because at your scale a published per-employee number would be fiction. Multi-entity structures, phased rollouts, white-label scope and legacy transitions all move the commercials, so they are built in the room, on paper, before you sign. The open-pricing promise this site makes elsewhere still holds in spirit: you will see the full commercial model before any commitment, with nothing discovered later.
Can different entities have different configurations?
Where employment terms genuinely differ, yes. The harmonisation target is one standard, not forced uniformity. What stays constant across every entity: the confidentiality clause, the aggregation threshold, and the family definition.
Who does your security team answer to during our review?
Your infosec and privacy functions get the DPA pack, direct access to our security owner for the review, and written answers that go into the contract, not a portal login and a marketing certificate wall.
Does this touch our insurance placements or broker mandates?
No. RISE is not insurance: nothing is placed, no premium flows, no commission exists, so your placements, mandates and renewal strategies across every entity remain untouched. Insurance, where referenced anywhere on this site, is provided only by the licensed broker named in the footer.
What happens to employee data if we exit?
Exit terms, covering return, deletion, retention exceptions and timelines, are written into the DPA, not negotiated at exit. The pack covers it; your counsel reviews it before signature.
Commission a capability. Hold it to a standard.
One wallet definition across every entity. Severity visible, identities never. Your brand on the front, one contract behind it, a DPA your counsel has already marked up. That is what benefits look like when they are governed rather than bought. And it starts with a conversation, not a checkout.