Put in the date of your last employee survey and the cadence you meant to keep. The clock shows how long has actually passed, and how many of your own intended check-ins went by in the gap.
That is all it does. It is arithmetic on two things you type in. It produces no score, and it predicts nothing about resignations, absence, mental health, claims or legal outcomes, because a gap in a calendar does not support predictions like that.
Whatever you last used to ask people how work is going. A pulse, an engagement survey, a wellbeing questionnaire.
The interval you meant to keep, not the one you managed.
Nothing you type is sent anywhere. No account, no email box, no server call. The dates stay in this browser tab.
A long gap is not automatically a problem, and a short one is not automatically fine. What makes an old record stop being useful is change: the record described an organisation that no longer exists in quite that form.
There is a legal version of the same idea. Regulation 3(3) of the Management of Health and Safety at Work Regulations 1999 requires a risk assessment to be reviewed if there is reason to suspect it is no longer valid, or if there has been a significant change. That is a trigger, not a date, and there is no fixed interval anywhere in the Regulations.
So the useful exercise is not counting months. It is asking which of these happened since the date you just typed in:
If several of those are true, the age of the record matters more than the number the clock gave you. If none of them are, an older record may still describe the place accurately.
The trade-off between one deep annual instrument and something lighter and more frequent is a real one, with genuine costs on both sides. We have written it up properly in annual survey or continuous evidence: which one holds up, including the four questions any measurement record has to be able to answer.
You are not required to run a survey at all. HSE says so about its own instrument: a survey "is not an essential step and for smaller organisations it would not be proportionate to run such a survey, particularly where the same data can be gathered in other ways". HSE publishes a Talking Toolkit of six conversation templates instead. Recorded, dated conversations are evidence.
Two inputs, one calculation, no data.
There is no benchmark, no comparison to other organisations, and no threshold at which anything is declared wrong. There is no dataset behind this page at all: the only numbers involved are the two you supply.
A future date returns an error rather than a negative count, and dates more than about forty years back are rejected as typing mistakes.
It depends what you want the survey to do. An annual survey is good at depth, at tracking the same question over years, and at giving a whole organisation one moment to say something. It is weak as a current record, because it describes one day and then ages for twelve months. If you are using it as your evidence that you looked at how work is affecting people, the useful test is whether it still answers the question what did you know, and when did you know it.
There is no fixed interval in law. Regulation 3(3) of the Management of Health and Safety at Work Regulations 1999 requires a risk assessment to be reviewed if there is reason to suspect it is no longer valid, or if there has been a significant change. That is a trigger, not a date. In practice the interval that matters is the one you set yourself and can show you kept.
No. It does arithmetic on two things you type in: the date of your last survey and the cadence you intended. It produces no risk score, and it does not predict resignations, absence, mental ill health, insurance claims or legal outcomes. Nothing about a gap in your calendar supports a prediction like that.
The IWE check-in asks your organisation nine questions about work and wellbeing, anonymously, every fortnight, in about two minutes. Results appear as averages of five or more people, so nothing can be traced back to anyone. It reaches people by email and web link, and it is free for any employer.
Start the free check-in →