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An app-first benefit stops at the office door.
You run a company where half the team sits at desks and half stands at machines. Every benefits vendor you have met built their product for the first half and a brochure for the second. This page is about reaching the floor.
Ethika Worklife Private Limited · This is not an insurance product.
One company, two workforces, one benefits budget.
The office team downloads the app in a minute and books a teleconsult from a meeting room. Fine. But the operator on the second shift may not have a personal smartphone, may not read English comfortably, and is definitely not filling in an enrolment form during a production run.
So what usually happens: the benefit exists on paper for everyone and in practice for the office. The floor, the people doing the physically hardest work in the company, often the ones whose families depend on it most directly, gets a poster in the canteen. You know this, because you have walked that floor.
Delivering to a plant is not an app feature. It is people showing up, shift-wise, in the right language, with a phone line that works at 3 am. That is what this route is built as.
Six ways the benefit shows up at the plant.
Plant health camps, shift-wise
The health camp, including the 83-parameter check, runs at the plant, scheduled across shifts, so the night shift is not asked to come back at 11 am on their own time.
Safety trainings, on the floor
First aid, CPR and BLS, fire drill, and ergonomics, delivered where the risk actually lives, not in a conference room two buildings away. For sites of 50+ lives, scheduled within 10 working days.
24×7 helpline
A phone line, not a chatbot, because the second shift’s medical question comes at 3 am, and a voice works on every phone ever made.
Assisted enrolment, in their language
Our people enrol your people, at the plant, in person, in the languages your floor actually speaks. Nobody’s benefit should depend on their comfort with an English form.
PoSH, from 10 employees up
The PoSH Act applies to your plant the moment you cross 10 employees. Awareness workshops run on-site, and where the Internal Committee itself needs setting up, the PoSH Advisory practice handles it properly.
Families included
The wallet covers the employee’s family, the consultation for a child, the helpline for a parent, because on a factory payroll, the benefit that reaches the family is the one that gets talked about in the colony.
The office gets the app. The floor gets a human.
The office
- The RISE app: wallet, bookings, courses, perks
- Teleconsults from a meeting room, pharmacy to the desk
- Friday Musings on the calendar, counselling a tap away
- Self-serve from day one
The floor
- Assisted, in-person, vernacular enrolment
- Camps and check-ups that come to the plant, shift-wise
- One phone number that answers at 3 am
- Safety trainings where the machines are
Same wallet, same value, same family cover, different doorways in. The measure of the programme is not office adoption. It is whether the floor uses it, and you will see that in the aggregate numbers plant by plant.
Statutory medical examinations? Ask us.
Factories carry statutory medical examination duties that a wellness camp does not automatically satisfy. The requirements are specific to your state, your processes and your licence. If you need those examinations covered, raise it in the first conversation and we will tell you plainly what we can run and what belongs with your factory medical officer.
We would rather say “ask us” than print a promise about a legal duty we haven’t confirmed for your site.
What manufacturing founders ask us first.
Most of our operators don’t have smartphones. Does this still work?
Yes. That is what the floor delivery exists for. Enrolment is assisted and in person, the helpline is a phone call on any phone, and camps and trainings come to the plant. The app is one doorway into the wallet, not the only one.
We run three shifts. How do camps work?
Shift-wise: the camp schedule is built around your production calendar so every shift gets covered on working time, not on their own time. For sites of 50+ lives, scheduled within 10 working days of the ask.
Does this touch our existing group insurance or ESI?
No. RISE is not insurance, no policy, no insurer, no claim, and it does not interact with ESI or your group cover. Your broker stays your broker; your statutory obligations stay exactly where the law puts them.
What does it cost?
About ₹3,000 per employee per year for benefits worth up to ₹10,000 per employee and family, indicative, on the pricing page before we know your name.
The benefit that reaches the floor is the one that counts.
Anyone can look after the office. The office looks after itself. The founder-sized move is the operator on the night shift getting the same check-up, the same helpline, the same cover for their family as the engineer upstairs, delivered in a way that actually reaches them. That is what this route is built to do.