Workplaces

See what your wellbeing programs keep missing

Loffty is an employee mental health and wellbeing platform that gives your people a confidential, science-based assessment across 30+ areas and shows leaders anonymised, aggregated insights to act early and target support where it is actually needed.
No surveillance. No individual tracking. Employees control their data.
Book a meeting
Workplaces

See what your wellbeing programs keep missing

Loffty is an employee mental health and wellbeing platform that gives your people a confidential, science-based assessment across 30+ areas and shows leaders anonymised, aggregated insights to act early and target support where it is actually needed.
No surveillance. No individual tracking. Employees control their data.
Book a meeting

How do we get a better return on our workplace wellbeing spend?

You get a better return by reaching more of your people earlier, with something they trust, and turning what they share into a signal you can target.
What quietly works against you
What a better return needs
Reach. EAP utilisation stays low, often 3% to 5%. Most people never engage.
A private check-in that far more of your people will actually use.
Trust. Employees do not trust how their data will be used, so they hold back.
Confidentiality by design, with employees in complete control of their data.
Signal. Wellbeing spend is hard to measure or target, so it is hard to defend at budget time.
Anonymised, aggregated and measurable insights you can act on and report to the board.
Fix those three, and the same budget starts preventing problems instead of reacting once the damage is visible.

How do we get a better return on our workplace wellbeing spend?

You get a better return by reaching more of your people earlier, with something they trust, and turning what they share into a signal you can target.
What quietly works against you
What a better return needs
Reach. EAP utilisation stays low, often 3% to 5%. Most people never engage.
A private check-in that far more of your people will actually use.
Trust. Employees do not trust how their data will be used, so they hold back.
Confidentiality by design, with employees in complete control of their data.
Signal. Wellbeing spend is hard to measure or target, so it is hard to defend at budget time.
Anonymised, aggregated and measurable insights you can act on and report to the board.
Fix those three, and the same budget starts preventing problems instead of reacting once the damage is visible.

How is Loffty different from an EAP?

An EAP waits for people to put their hand up, then asks them to explain everything from scratch. Loffty starts earlier and more privately, so support is faster and far more people take part. In one workplace, Loffty reached over 50% participation, compared with the 3% to 5% typical of EAPs.
Book a meeting
That difference comes from three things:
People start privately, before they are ready to talk.
A confidential self-assessment is a lower barrier than booking a counselling session, and the employee controls whether they share their report, and with whom.
The report replaces hours of discovery.
It surfaces the harder things people rarely raise unprompted. Each Loffty report covers what would normally take two to three intake sessions to uncover, so providers move straight to meaningful support.
Leaders finally get measurable insights.
Instead of a utilisation number, you see anonymised patterns you can actually act on.
Loffty works with or without an EAP. With no EAP, it can stand alone. With EAP, it makes your investment work harder because more of the right people reach support, each already assessed, so you skip the intake sessions you'd normally pay for. Either way, more people get help sooner, and every session goes further.

How is Loffty different from an EAP?

An EAP waits for people to put their hand up, then asks them to explain everything from scratch. Loffty starts earlier and more privately, so support is faster and far more people take part. In one workplace, Loffty reached over 50% participation, compared with the 3% to 5% typical of EAPs.
Book a meeting
That difference comes from three things:
People start privately, before they are ready to talk.
A confidential self-assessment is a lower barrier than booking a counselling session, and the employee controls whether they share their report, and with whom.
The report replaces hours of discovery.
It surfaces the harder things people rarely raise unprompted. Each Loffty report covers what would normally take two to three intake sessions to uncover, so providers move straight to meaningful support.
Leaders finally get measurable insights.
Instead of a utilisation number, you see anonymised patterns you can actually act on.
Loffty works with or without an EAP. With no EAP, it can stand alone. With EAP, it makes your investment work harder because more of the right people reach support, each already assessed, so you skip the intake sessions you'd normally pay for. Either way, more people get help sooner, and every session goes further.
What is Loffty and how does it work for your workplace?
Loffty is a confidential, science-based mental wellbeing platform that assesses employees across 30+ mental health and lifestyle areas in a single check-in, then turns the results into private guidance for the individual and anonymised, aggregated insight for the organisation. It screens broadly by design, because mental health conditions rarely happen in isolation.
A private employee check in
Employees complete a confidential assessment covering mental health (such as anxiety, depression, PTSD and ADHD), burnout, stress and workplace factors, as well as lifestyle factors like sleep, exercise and nutrition. They receive a clear personal report, recommendations, and optional pathways to support.
Employee-controlled sharing
Employees decide if and how they share their report. Whether they engage an EAP practitioner, or their own preferred practitioner, sharing their report means  they do not start from scratch, so support begins faster and with better context.
Aggregated organisational insight
Leaders see only high-level, anonymised trends. This lets you spot emerging wellbeing patterns, prioritise group interventions, and measure progress over time.
What is Loffty and how does it work for your workplace?
Loffty is a confidential, science-based mental wellbeing platform that assesses employees across 30+ mental health and lifestyle areas in a single check-in, then turns the results into private guidance for the individual and anonymised, aggregated insight for the organisation. It screens broadly by design, because mental health conditions rarely happen in isolation.
A private employee check in
Employees complete a confidential assessment covering mental health (such as anxiety, depression, PTSD and ADHD), burnout, stress and workplace factors, as well as lifestyle factors like sleep, exercise and nutrition. They receive a clear personal report, recommendations, and optional pathways to support.
Employee-controlled sharing
Employees decide if and how they share their report. Whether they engage an EAP practitioner, or their own preferred practitioner, sharing their report means  they do not start from scratch, so support begins faster and with better context.
Aggregated organisational insight
Leaders see only high-level, anonymised trends. This lets you spot emerging wellbeing patterns, prioritise group interventions, and measure progress over time.

How does Loffty protect employee privacy and reduce our risk?

Loffty is built so that participation is safe for employees and defensible for the organisation. Employees own and control their personal data, and leaders see anonymous, aggregated trends only.
Reduces legal and reputational risk because the organisation never holds identifiable mental health data
Raises engagement because employees trust a tool that cannot expose them
Gives leadership the confidence to act on clear group-level signals rather than guesswork
Clarity without compromise, for your people and your organisation.
Book a meeting

How does Loffty protect employee privacy and reduce our risk?

Loffty is built so that participation is safe for employees and defensible for the organisation. Employees own and control their personal data, and leaders see anonymous, aggregated trends only.
Raises engagement because employees trust a tool that cannot expose them
Gives leadership the confidence to act on clear group-level signals rather than guesswork
Reduces legal and reputational risk because the organisation never holds identifiable mental health data
Clarity without compromise, for your people and your organisation.
Book a meeting
What changes for your organisation?
Loffty turns wellbeing from a cost you hope is working into a signal you can act on, for both your people and the business.
For your people
A clear, private, stigma-free understanding of what is going on
Faster access to the right support
Confidence in what to do next
For your people
Earlier visibility of wellbeing and psychosocial risk
Higher engagement than EAP
Targeted, evidence-based interventions instead of broad guesswork
Reduced burnout and preventable churn
Measurable wellbeing outcomes you can report to the board
What changes for your organisation?
Loffty turns wellbeing from a cost you hope is working into a signal you can act on, for both your people and the business.
For your people
A clear, private, stigma-free understanding of what is going on
Faster access to the right support
Confidence in what to do next
For your people
Earlier visibility of wellbeing and psychosocial risk
Higher engagement than EAP
Targeted, evidence-based interventions instead of broad guesswork
Reduced burnout and preventable churn
Measurable wellbeing outcomes you can report to the board

Is Loffty backed by evidence?

Yes! Loffty was developed over two decades with industry and academic experts. It is grounded in clinical evidence and is based on globally recognised frameworks for understanding mental health: DSM-5 from the American Psychological Association and ICD-11 from the World Health Organization.

It is built to add clarity without adding complexity for your people or your teams.

Is Loffty backed by evidence?

Yes! Loffty was developed over two decades with industry and academic experts. It is grounded in clinical evidence and is based on globally recognised frameworks for understanding mental health: DSM-5 from the American Psychological Association and ICD-11 from the World Health Organization.

It is built to add clarity without adding complexity for your people or your teams.

What happens when we talk?

Book a 30-minute meeting with the Loffty team and we will walk through exactly how Loffty would work for your organisation.
Book a meeting
We will cover
Faster access to the right support
Employee privacy and data security
How Loffty integrates with your existing EAP
The outcomes you can measure and report
Pricing for your organisation
No obligation. Bring whoever needs to be in the room — HR, leadership, legal, or risk.

What happens when we talk?

Book a 30-minute meeting with the Loffty team and we will walk through exactly how Loffty would work for your organisation.
We will cover
Faster access to the right support
Employee privacy and data security
How Loffty integrates with your existing EAP
The outcomes you can measure and report
Pricing for your organisation
No obligation. Bring whoever needs to be in the room — HR, leadership, legal, or risk.
Lead on wellbeing.
Don’t just react to it.
See risk early, act where it matters, and give your people support they will actually use.
Book a meeting
Lead on wellbeing.
Don’t just react to it.
See risk early, act where it matters, and give your people support they will actually use.
Book a meeting

Book a meeting

Complete this form and let us know your business requirements
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Book a meeting

Complete this form and let us know your business requirements
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
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