For companies and large employers

Readiness shapes how your people perform. Give each of them a clear read on it.

A short, private check-in your teams can use alongside the EAP you already offer. Each person gets a readiness score, like a sleep score, compared with their own earlier check-ins. Leaders get team and division trends they can act on.

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A short, private check-in. Each employee sees their own result. Leaders see only the anonymized group view.

The group view on a phone: the group's readiness score, how many people checked in, the topics the group raises most and the active check-in topics, sample data — What leaders see: the group, never one person. Sample data.

3 minA private check-in on any phone or laptop
2Peer-reviewed papers in 2026, from IRB-approved studies
Phase IIU.S. Air Force SBIR contract
3-monthU.S. Space Force squadron readiness trial

Research and contracts withU.S. Air ForceU.S. Space ForceJMIR Formative ResearchACM IUI 2026

What a team running on empty costs

What mental health costs a company is well documented. Most large companies offer an EAP and a full benefits package, yet few give each person a way to see how they are doing before it shows up as burnout, absence or a resignation.

In Deloitte's 2024 survey, 63% of UK working adults showed at least one sign of burnout, up from 51% two years earlier.

£51bn

a year is what poor mental health costs UK employers: £7bn in absence, £24bn in people working while unwell and £20bn in staff turnover. Source: Deloitte UK, 2024

$600,000

a year to replace the people who leave. Lost time while seats are empty and new hires ramp up comes on top.

People who leave a yearCost to replace one

Change the numbers to your company's.

How it works

You plan check-in topics around the moments your company already knows are hard, and people check in on their own time.

Plan around your calendar
Pick the moments that matter, such as a reorganization, a product launch, quarter close or the busy season.
People check in privately
Each person does a short, private check-in. They talk with Sanora, Okaya's AI guide, for about 3 minutes on their own phone or laptop. Okaya looks at how they sound, what they say and how their expression moves, using points from the face, not a video of them. It compares today with their own earlier check-ins.
Each person gets their score
Like a sleep score, the readiness score gives each person a clear read on their day and their trend, for executives, managers and employees alike.
Leaders see the trend
Once enough people in a group have checked in, leaders see that group's readiness for the week or the event.

Sanora's first question on a phone, with the Stop and Submit button, sample data — Sanora's first question. Sample data.

The group view on a phone: the group's readiness score, how many people checked in, never who, the topics the group raises most and the active check-in topics, sample data — Your topics and the group's readiness. Sample data.

What leaders see

Week by week, each team, division and the company as a whole: readiness, stamina and emotional resilience, the topics people raise most, and how each group came through the events you marked. Every view needs the minimum number of people in the group.

Line charts of the group's averages for the Okaya Index, Stamina and Emotional Resilience, week by week, sample data — Group averages, week by week. Sample data.

Who sees what

People answer a check-in honestly only when no manager can see them one by one. That trust is what makes the group view worth reading.

Each employee sees

Your result is yours: you see your own score.

Individual results stay private to the individual.

The video never leaves the device.

Okaya never identifies who you are from your face. There is no facial recognition.

Managers, HR and executives see

Leadership sees group trends only, and only when the minimum number of people are in your group. Never who checked in, how anyone did, or anything they said.

A leader cannot see who checked in.

Okaya is for adults 18 and over.

The Control your privacy screen on a phone, sample account: the person chooses what to share with the organization — Each person chooses what to share. Sample account.

What Okaya is not

For your legal, privacy and IT security teams, your EAP provider, and your works council or union.

Not a clinical tool and not a medical device. It does not diagnose or treat.
Never for performance reviews, hiring, promotion, discipline or fitness-for-duty decisions.
Not a productivity score. Okaya does not track work, screens or hours.
Not a replacement for your EAP or benefits. They stay as they are.
Not a crisis line. If a check-in raises a safety concern, the person sees 988, 911 and the contacts you add.

For unions and employee representatives What happens if a check-in raises a safety concern The science

For the CHRO and CFO

A read you can act on. See how a reorganization, a launch or a hard quarter lands with each team and division, and whether it recovers.
Gets more out of your EAP. Employees open the support resources you already pay for from inside Okaya, whenever they need them.
Billed directly. Your company buys Okaya from us. People use their own phone or laptop, with nothing to install, and we set up your teams with you.

Rolling it out across divisions? Talk to us and we'll plan it with you.

Talk to us

In short

Okaya is a short, private readiness check-in for employees, managers and executives. Each person talks with Sanora, Okaya's AI guide, for about 3 minutes and gets their own readiness score.
Leaders see team, division and company trends, never one person. Leadership sees group trends only, and only when the minimum number of people are in your group. Never who checked in, how anyone did, or anything they said.
Okaya is not a clinical tool, never used for performance or employment decisions, and works alongside your EAP, never in place of it.

Questions

Can a manager see how one employee is doing?

No. Individual results stay private to the individual. Leadership sees group trends only, and only when the minimum number of people are in your group. Never who checked in, how anyone did, or anything they said. A leader cannot see who checked in.

What happens with small teams?

A team below the minimum group size does not get its own view. People on that team keep their own results as always.

Can results reach a performance review or a promotion decision?

No. Okaya is never for performance reviews, hiring, promotion, discipline or fitness-for-duty decisions. No one at your company sees an individual result, so there is nothing to use.

How does Okaya fit with our EAP?

It sits alongside it. The EAP stays as it is, and employees can open its resources from inside Okaya. Okaya gives each person a private read on how they are doing, which can be the nudge to call.

Is Okaya a counseling or clinical service?

No. Okaya is a readiness check-in. It is not a clinical tool and not a medical device, and it does not diagnose or treat.

Do employees have to check in?

No. People check in when they choose. A leader cannot see who checked in.

What will legal, privacy, IT security and our works council or union ask?

Who sees what, where the data goes, and whether results can reach an employment decision. We answer your review on a call. Our sheet for unions and associations, at okaya.me/unions, covers the questions employee representatives ask.

Do you work with teams outside the US and UK?

This page is written for US and UK employers. For teams in the EU or elsewhere, start with a call so we can set it up for your country.

How do we buy it?

Start free with one team, or talk to us about your company. Okaya bills your company directly.

Start with one team this week.

Set up a team in a few minutes, free. Talk to us when you want Okaya across your company.