Support that's there at 2am
AI companion, validated screening, guided journeys and moderated peer circles — outside working hours, without booking anything.
For employers and people teams
An Employee Assistance Programme people actually use
Traditional Indian EAPs sit unused because they ask an employee in distress to call a stranger, in English, during working hours, on a number their manager gave them. Utilisation stays in the low single digits and nobody learns anything.
Saantvana replaces the helpline model with an always-available multilingual platform, a verified expert panel you curate, and measurement built on validated clinical instruments — without ever exposing an individual to their employer.
- Aggregate-only reporting
- 10 Indian languages
- Verified professionals only
What's included
A verified expert panel you curate
Build a preferred panel from the verified network by language, specialty and location, so employees always see someone appropriate.
Manager capability and awareness
Workshops, webinars and manager sensitisation sessions from panel experts, tracked in one place.
Reporting HR can actually act on
Participation and domain-level wellbeing movement, with cohort minimums enforced so no individual is identifiable.
How rollout works
- 1
Set up your organisation
We configure your organisation, cohorts and invite flow, and agree your reporting thresholds.
- 2
Build your panel
Choose preferred experts by language, specialty and location, and schedule launch workshops.
- 3
Launch and measure
Employees join by invite link. You review aggregate participation and wellbeing trends quarterly.
The confidentiality line
This is the part employees ask about first, so we make it explicit.
- HR never sees an individual assessment score, journal entry, companion conversation or session note.
- Cohort reporting is suppressed until a group is large enough to protect anonymity.
- Employees are told, in-product, exactly what their employer can and cannot see.
- Booking an expert does not notify the employer.
- Leaving the company does not hand your account or your history to the employer.
EAP — common questions
- What does an Employee Assistance Programme cover?
- Confidential mental health support for employees, funded by the employer: an AI companion, validated screening, guided wellness journeys, moderated peer circles and one-to-one sessions with verified professionals — plus manager capability building.
- How is this different from a traditional Indian EAP?
- Most EAPs are a phone number with low single-digit utilisation. Saantvana adds always-available digital support in ten Indian languages, a verified expert panel you curate, and measurement using validated clinical instruments rather than call volumes.
- What can HR see about an individual employee?
- Nothing. HR sees aggregate, de-identified trends only, and only once a cohort is large enough to protect anonymity. Individual scores, journals, companion conversations and session notes are never exposed to an employer.
- Which languages are supported?
- English, Hindi, Malayalam, Tamil, Telugu, Kannada, Marathi, Bengali, Gujarati and Punjabi — which matters for plants, campuses and support centres outside metro cities.
- How do employees enrol?
- Through an invite link tied to your organisation. Their account is theirs; the employer funds access, not visibility.
- Can we run awareness sessions and manager training?
- Yes. Organisation admins can request workshops, webinars and manager sensitisation sessions from panel experts, and track every engagement from the organisation panel.
- How is utilisation measured?
- Participation, programme uptake and domain-level wellbeing movement using GAD-7, PHQ-9, WHO-5 and the Copenhagen Burnout Inventory — reported at cohort level with anonymity thresholds enforced.
- What does it cost?
- Pricing is per covered employee and depends on headcount, locations and the depth of expert access you want. Contact us for a proposal.
Related on Saantvana
Get an EAP proposal for your headcount
Tell us your size, locations and language mix, and we'll come back with a panel plan and first-quarter rollout.