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One number — the Workplace Wellbeing Score — and a proven method to improve it and report it under CSRD.
The cost is already on your books.
of employees experience burnout at some point in their career.
Gallup, 2024
more likely to be looking to leave when burned out.
Gallup, 2024
lost annually to psychosocial risk across European companies.
EU-OSHA
Wellbeing is no longer optional.
A leading indicator of
Financial Performance.
Research by Prof. Jan-Emmanuel De Neve, University of Oxford — read in the KPIs you already report.
From a one-point rise in wellbeing at British Telecom — up to 25–30% on complex, cognitive work.
Of candidates seek wellbeing data when searching for a new job — it now shapes where talent applies.
At the highest-wellbeing companies, versus the rest — fewer regrettable exits and less rehiring cost.
Extra return from the top 100 wellbeing workplaces over two years, beating the broad market.
What you get as
One measurement, serving the whole leadership team — and trusted by the people it is actually about.
Not a survey.
The 3S Method.
Three phases that measure, improve, and report the score. The Workplace Wellbeing Assessment takes the phase-1 baseline.
See
The Workplace Wellbeing Assessment runs an anonymous, validated scan and produces the score, the driver breakdown, and the named companions.
Shape
Redesign the work system, starting with the factors most strongly linked to both wellbeing and performance.
Sustain
A 30-second weekly pulse keeps the score live — HR watches it move week to week — while CSRD / ESRS S1 evidence is produced automatically.
Employer view · aggregated only · anonymous by design
Employees see only their own results. Leaders see aggregated results only, with a minimum-5 rule on every view. Escalations stay confidential. This is what makes it trusted.
Integrate every HR & Payroll system
Whatever HR system you use, we connect to it in a click and only ever read your team structure — nothing sensitive, and nothing leaves without your permission.
A practical guide to ESRS S1 psychosocial-risk reporting — what to measure, document, and disclose. Leave a few details and the PDF is yours.
Built on validated frameworks.
Aligned with independent research from the University of Oxford's Wellbeing Research Centre.
A different category, not a cheaper option.
Most companies already have one of these — none of them does what Pausa does.
| Capability | Pausa | EAP / apps | Pulse surveys | Wellness perks | CSRD software | Org-health |
|---|---|---|---|---|---|---|
| Measures the work, not just the mood | yes | no | partial | no | no | yes |
| Early-warning (leading) signal | yes | no | no | no | no | partial |
| Redesigns the conditions | yes | no | no | no | no | partial |
| Psychosocial-risk & CSRD evidence | yes | no | partial | no | partial | partial |
| Always-on (weekly pulse) | yes | no | yes | no | no | no |
Only one column is all ticks — and it is the only one that changes the conditions, not just measures or reports them.
Scoped to your size.
Choose your company size and the price adjusts. Shown per employee, per month, with the annual total alongside.
Prices shown per employee, per month.
{{ anchorLead }} A sizing anchor, not a promise; model it to your own numbers.
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Leadership begins with your own wellbeing.
Performance, clarity and resilience — one-to-one support for the people who carry the most.