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The India benefits partner your global programme is missing.
Your global benefits framework is genuinely good. It covers forty countries with one philosophy, one broker mandate, one reporting standard. And then there is India, where your fastest-growing headcount lives, and where the framework’s gaps are exactly the things your people notice weekly.
Ethika Worklife Private Limited · This is not an insurance product.
What the global template covers. What India actually needs.
Both columns are true at once. That is the whole problem. The template isn’t wrong; it is calibrated for markets where the public system carries the everyday and the employer carries the catastrophe. India works the other way around.
The global template
- Group medical placed under the global broker mandate
- A global EAP with a local phone number bolted on
- A wellness allowance nobody quite knows how to spend here
- One engagement calendar, time-zoned for HQ
- Reporting built for forty countries, specific to none
What your India team actually uses
- Doctor OP consultations and pharmacy, the everyday spend the template ignores
- Counselling that people here will actually call, confidential in writing, twice
- Family cover for spouse and children
- On-site health days at the India campus, on India time
- India-specific compliance: PoSH awareness and the Internal Committee, done right
RISE is the India layer, honestly: one wallet per employee covering exactly that right-hand column, run locally, reported to enterprise standard. Not a replacement for the template. The missing page of it.
RISE touches no broker mandate.
Here is the sentence that usually ends the procurement anxiety: RISE is not insurance. No policy is placed, no premium flows, no commission exists, so your global broker mandate, your regional placement strategy, and your India group medical policy remain exactly, entirely untouched.
You are not asking your global broker to share anything, and you are not asking HQ to carve out an exception to the mandate. You are adding a wellness layer that sits beside the insurance stack the way your cafeteria vendor sits beside it: a service contract, not a placement.
That is also why this decision can live with the India site leadership rather than climbing to global procurement’s insurance committee.
Enterprise-grade delivery, because your HQ will ask.
QBR
Quarterly business reviews with aggregate utilisation, plant-by-plant and site-by-site where relevant.
SLA
Response and delivery commitments in the contract, not in a sales deck.
White-label
The wallet and app carry your employer brand where you want them to: “YourCo Wellbeing”, run by us.
DPA pack
A data processing agreement and security pack ready for your infosec review: the one gated asset on this site. Request it.
DPDP, GDPR-familiar
India’s DPDP Act, explained in the vocabulary your privacy office already speaks: consent, purpose limitation, minimisation. Data residency details in the DPA pack.
Commercials that survive an HQ finance review.
Priced in the open, in INR
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. Invoicing is in INR to your India entity.
What global teams ask us first.
Can you cover our other countries too?
No, and we would rather say that here than on a QBR call. RISE is built for India: the provider network, the on-site delivery, the compliance layer and the pricing are all India-specific. If you want one vendor for forty countries, we are not it. If you want the India page of your programme done properly, we are.
Will this conflict with our global broker or benefits consultant?
No. RISE places no insurance and pays no commission, so there is no mandate to conflict with. Your broker keeps the placement, the renewal and the relationship. Many of our conversations start with the broker in the room.
What does our privacy office need to review?
The DPA and security pack: the one gated asset on this site, requested through Talk to us. It covers processing roles, data residency, retention, sub-processors and the consent architecture, in GDPR-familiar terms mapped to India’s DPDP Act.
Can the programme carry our brand instead of yours?
Yes. White-label is standard at this tier: the app and communications carry your employer brand, we run everything behind it.
How do you report without exposing individuals?
Aggregate only, always: usage, not identities, with a minimum aggregation threshold below which numbers are suppressed entirely. That is contractual, and it is the same standard your works councils and privacy office would demand anyway.
Forty countries, one philosophy, and one page missing.
Your global programme doesn’t need replacing. It needs its India page written by people who work here: the everyday consultations, the family cover for spouse and children, the counselling people will actually call, delivered to enterprise standard and reported the way your HQ expects. That is the whole offer.