Most companies can't see how their people are really doing until it shows up as absence, attrition and a rising claims bill. The Intelligent Wellbeing Engine measures continuously, points people to the support already in their benefits while it still matters, and gives the board dated evidence the risk is being managed. It is included as standard when you switch your broker.
2-3 minute check-ins sent regularly to every employee. Scores are measured against research-validated thresholds. Individual results are private to the employee only, never shared with the employer.
The Job Demands-Resources framework is the gold standard in occupational psychology. It measures the conditions that cause burnout, and the resources that prevent it, at a team level. Learn more →
Three distinct views - each showing only what's appropriate for that role.
LAST UPDATED: MARCH 22, 2026
Your overall wellbeing combines mental health, physical health, financial wellbeing, and work ability. Two areas have flagged support - see below.
How your score compares
STATUS: STEADY PROGRESS
Validated benchmarks (PHQ-9 / GAD-7)
STATUS: OPTIMAL
Validated benchmarks (MSK / Work Ability)
STATUS: NEEDS ATTENTION
Validated benchmarks (Financial Wellbeing Scale)
Support available via your benefits
Financial Coaching - Aviva DigiCare+
One-to-one financial coaching in your PMI. Covers budgeting, debt, and financial stress.
STATUS: FAIR
Validated benchmarks (JD-R / HSE)
Support available via your benefits
Employee Assistance Programme - Aviva PMI
24/7 confidential support for work stress and pressure. Included in your PMI at no extra cost.
The support below is already included in your benefits - nothing extra to pay.
Your scores are private to you. Your employer only sees anonymised team data - never your individual results. Benchmarks are population norms from PHQ-9, GAD-7, WHO-5, and HSE UK Management Standards (2024).
Illustrative example - not real client data.
Most employees never access the validated support inside their PMI or cash plan - not because they don't need it, but because nobody surfaces it at the right moment. The IWE fixes that. When someone flags a need, we identify which specific service inside their existing policy covers it, and show them exactly how to access it. Right then. The right door. Already open.
When someone flags a need, we point them to the support that already covers it, the right door, already open, instead of a generic resources page they'll never use. The employee lands in the right place without having to find it themselves. This is Dynamic Signposting →
The IWE runs two distinct intervention pathways simultaneously - one treating individual symptoms, one fixing the work environment causing them. See how this compares to standalone wellbeing tools. Most stop at the number. We don't.
Responds when the check-in surfaces an individual health concern. Treats the individual symptom.
Responds when the check-in shows the work itself is the problem, high demands or thin resources across a team. Addresses the work environment causing the problem.
Both pathways run simultaneously. An employee under pressure might need validated support and a workload review. The IWE surfaces both - to the right person, in the right way, at the right time.
Most wellbeing tools show you what's already happened. The IWE is designed to catch deterioration before it becomes an absence, a resignation, or a claim. The difference is continuous data - and knowing what to do with it.
Every check-in is measured against the previous one using a Reliable Change Index - so a score that moves from 3 to 8 is flagged as a meaningful deterioration even if it's still technically mild. The system catches the direction of travel, not just the snapshot.
Where we're headed: predictive risk scoring, absence forecasting, and claims-linked renewal power. More on this when we're ready to show it.
| Who sees what | Employee | Manager | HR / Executive | Employer |
|---|---|---|---|---|
| Individual health scores | ✓ Own only | - | - | - |
| Personal interventions routed | ✓ Own only | - | - | - |
| Team wellbeing index | - | ✓ Own team | ✓ All teams | ✓ Anonymised |
| Domain heatmaps | ✓ Own only | ✓ Own team | ✓ All teams | ✓ Anonymised |
| Work environment interventions | - | ✓ Conversation guides | ✓ Team-level patterns | - |
| Response rates | - | ✓ Own team | ✓ Org-wide | ✓ Org-wide |
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