Live capture: Subconscious garden before the sanctuary
Make well-being part of everyday work
A well-being platform that your company runs itself. Immersive scenes, the app, armbands and the admin console operate long term in your own space, and every session leaves results you can disclose.
What changes after adoption
Health promotion moves from a once-a-year event to a program that runs every week.
- Focus that comes backA real place to rest during breaks, so people return to their work with clearer focus
- An outlet for high-load rolesShift, night and high-pressure roles get a regular relaxation slot
- Real activity behind your ESG disclosureParticipation and measurements from every session are recorded and feed directly into your worker health promotion disclosure (GRI 403-6)
- A reason to stayCare shows up in arrangements people can see every day of the year
- Quiet time togetherRelaxing side by side across departments is one of the few times colleagues spend together without talking about work
- Morale that comes from feeling cared forWhen the company makes room for rest, people notice
The golden triangle: run it yourselves, with ease, for the long term
Flexible and in your hands
Your company decides the room, the time slots and how people take part.
- Configured around the space you already have
- Sessions announced in advance; staff sign up freely
- Staff can also book personal time slots
Light staffing, high automation
Once a session opens, the reports complete themselves.
- Large and medium sessions: one host opens the session
- Small and personal spaces: a short introduction, then people use them on their own
- When a session ends, personal reports, the session report and ESG statistics are produced together
Ongoing health management
Available whenever staff need it, and visible over time.
- Regular use shows each person their own long-term trend
- Staff look after their stress on a voluntary basis
- On shift, or whenever it is needed, there is a place to steady yourself first
Vision by industry
One platform, protecting what matters most in each industry.
Psychological redundancy system
Safety in aviation rests on rigorous operating procedures and layers of backup. A psychological redundancy system applies the same thinking to people: the equipment and procedures have backups, and the people carrying out the work keep a psychological margin of their own.
Common strains on the front line: jet lag and shift work that disrupt daily rhythms, staying alert for long stretches, and the emotional labor of peak season.
- A fixed recovery slot after returning from duty: back at base, crews settle in the group relaxation room first
- On nights shaped by jet lag and shift work, the Zleep pre-sleep journey gives deep rest a familiar path
- Colleagues relax together, so no one on the front line carries the load alone
Cognitive and decision yield stability system
A production line manages quality through yield, and people's focus and judgment have a yield of their own. Long periods of heavy workload, shift work and on-call duty slowly wear down the quality of focus and decisions. This system builds time for a cognitive reset into the working rhythm, so people's state is looked after as steadily as the line.
Common strains on the front line: sustained heavy workload with dense decision-making, shift work and on-call duty, and exhaustion that builds up into thoughts of leaving.
- A fixed slot between shifts lets focus reset before people return to their stations
- Regular practice in returning to a steady state helps people stay composed and judge clearly when something unexpected happens
- With care built into the routine, engineers feel that the company values them, and key people are more inclined to stay
The logic both systems share
- UnderstandKnow your own limits and how you hold up under pressure
- RecognizeNotice when fatigue and stress are building up
- RecoverHave a fixed recovery time within the working rhythm
- RenewThe team regains its flexibility and performs steadily
These two systems sit ahead of and alongside your EAP. Day-to-day stability comes first, and anyone who needs professional help is supported by the EAP.
A recovery station for the front line
A place where the smile staff bring to customers can recharge. Emotional load is set down between shifts, so people meet the next customer in a settled state.
Health promotion as part of company culture
Well-being month, onboarding and leadership training, and periods of reorganization can all include regular sessions. With several sites, headquarters plans centrally and each site runs its own sessions.
Hospitals and healthcare → Fire, police and armed forces → Social welfare and long-term care →
The health promotion cycle
Plan, run, track, review and adjust, with the platform supporting each step.
- PlanConsultation and configuration
- RunYour company schedules the sessions
- TrackOperations statistics and session reports
- ReviewAdvanced analysis and the ESG impact report
- AdjustTime slots, formats and sites
The records can support the health promotion measures for a Healthy Workplace Certification from Taiwan's Health Promotion Administration, and the health promotion delivery records in your sustainability report. Assessment and follow-up of excessive workload remain with occupational health staff under the Occupational Safety and Health Act.
Three report levels and the ESG impact report
Day-to-day operations, analysis and external disclosure each answer a different question. The templates open directly.
Operations
How many sessions ran, how many people came and which session needs attention. Includes a period summary, a usage heat map, and device and data quality.
Advanced analysis
How participants differ by department, time slot and number of sessions. Includes differences between before and during the journey, trends across sessions, and group and period comparisons.
ESG impact report
What a company can disclose. Cover, summary and six chapters, frozen with a report number when saved, ready to print as a booklet.
Chapters of the ESG impact report
| Chapter | Content | Disclosure |
|---|---|---|
| Summary | Six key figures, each compared with the previous period and the same period last year, plus wording you can quote directly | — |
| 1. Participation and coverage | Participants, attendances, sessions per person, hours, new and returning participants, coverage rate, department coverage | GRI 403-6-b |
| 2. Immediate results | Before ○, during the journey ● and best during the session ★, with the distribution of changes | GRI 403-6-b |
| 3. Long-term baseline | Trends in before measurements across periods; paired analysis of the same participants | GRI 403-6-b |
| 4. Autonomic regulation | Shares of stable relaxation, deep settling, possible sleep patterns and quick regulation episodes | GRI 403-6-b |
| 5. Continued participation | Groups by number of sessions, describing how participation relates to change | — |
| 6. Methods | Sample, data acceptance, averaging, reference ranges, calculation version and report number | — |
GRI 403-6-b asks for a description of the voluntary health promotion services and programs offered to workers, the health risks they address, and how workers can access them. Mandala Hub provides evidence of the service and measurements; the company confirms the health risk topics and access arrangements in the admin console. The report opens with a supplier attestation and GRI 403-6(b) index, carries a report number and online verification code, and comes with a downloadable evidence pack. Only members who have joined the organization are counted.
How the impact report counts
- One person, one vote: results are summarized per person before averaging, so every participant carries the same weight.
- Frozen when saved: a saved report stays fixed and carries a report number.
- Your identity: add your logo and brand color, and print on A4.
Session report
Produced right after every session, with the improvement rate, relaxation target rate, deep settling target rate and data completeness, and the number of people behind each figure.
How to word a disclosure
Sample figures come from the ESG impact report template (sample data).
| Write | Avoid |
|---|---|
| This quarter 62 employees took part, 312 attendances and 286 hours in total; with 420 employees, coverage was 14.8%. | Employee health improved across the board |
| Participants' parasympathetic Autonomic Age during the journey averaged 4.1 years lower than before (95% interval −5.6 to −2.6, 56 people). | Employees' nervous systems became 4 years younger |
| These are observational before-and-after data and do not show cause and effect. | Effectively reduced employee stress and sick leave |
What you can show an auditor
- Report number
- Frozen archive
- Methods chapter
- Calculation version
- Sample and data acceptance
- Anonymity threshold of 3
When your assurance provider needs it, we provide a written description of the calculations and retrieve the frozen report by its report number for comparison.
Mandala Hub measures and calculates. Whether and how to disclose is your company's decision, based on your material topics and assurance process.
Designed for trust: when staff feel safe, they keep taking part
Personal records belong to the employee. The company sees group summaries, and groups of fewer than 3 people are not shown. Measurements are not used in HR decisions or performance reviews, and this can be written into the contract. When staff feel safe joining, participation stays high and people keep coming back.
Before rollout we provide a template for briefing employees and unions. Policy and compliance
- Employees
- Their own session reports and long-term trends
- HR and sustainability
- Group summaries and ESG reports
- Line managers
- Number of participants
- Every employee
- Can take part; wearing an armband produces a personal report
Who does what: your company and Mandala Hub
Like an ERP rollout: we learn how your company works, then configure and set up. Day to day, your company runs it.
Mandala Hub provides
- Consultation and configuration
- Host computer (optional purchase)
- HRV armbands, by number of seats
- Installation and operator training
- Reports and explanations for every session
- Maintenance and technical support
Your company handles
- Room, projector and seating
- A contact person and hosts
- Scheduling sessions and inviting staff
- Reading reports and adjusting the plan
- External disclosure and internal communication
Ways to operate after adoption
Your company always schedules the sessions. What differs is who hosts them.
| Run it yourselves | With your EAP or mental health partner | |
|---|---|---|
| Planning | HR, occupational safety and health, employee welfare committee, sustainability team | Your EAP partner and your company together |
| Hosting | An in-house host (we provide operator and host training) | Your EAP partner's staff, or an in-house host |
| Formats | Group relaxation room, personal relaxation space; employee home licenses as an add-on | The same, combined with your EAP's existing services |
| Suits | Companies with a health promotion team | Companies with an EAP contract that want joined-up support |
For space, equipment and staffing on site, see hardware and room. For working with an EAP, see EAP partnership. For costs and security, see procurement and security.
Consultation and demo session
We start by learning about your company, and add a demo session when useful.
- Structure and sites
- Work patterns and shifts
- Rooms and equipment
- Responsible staff
- EAP or occupational nurse referrals
- How reports will be used
Add-ons
Added to your main plan, in the same contract.
Home licenses for employees
Employees play the scenes from a computer on their TV at home and measure with their phone and an armband. Licenses can be shared with family; with the employee's consent, home use statistics are added to the ESG report.
- Licensing
- By the number of devices activated
- Users
- The employee alone, or shared with family
- At home
- A computer that meets the spec, and a TV
- Reports
- Personal reports go to the employee's own phone
Sponsor a social care site
Support a social care or long-term care site in adopting the system, so its frontline staff and the people they serve can use it. We suggest a scale that fits your plan, and you can adjust it to your budget.
- Receive the site's session and attendance figures
- Choose a site by region or service type
- Use it as material for community engagement disclosure (GRI 413)
Questions from companies
After adoption, who hosts each session?
Your company assigns an in-house host, and Mandala Hub provides operator and host training. Your EAP partner can also help.
What does the consultation cover?
Your structure and sites, work patterns and shifts, rooms, responsible staff, and how your EAP or occupational nurses currently identify and refer people. We use this to plan host computers, seats, session times and how reports will be used.
How long is a session?
Each journey takes 35 to 90 minutes. About 5 quiet minutes before the start set the baseline; from 10 minutes in, every 5 minutes is measured until the end. It can fit into a lunch break.
What equipment do we need?
A host computer (which Mandala Hub can supply), a projector or large display, seating and a room that can be darkened. HRV armbands are provided according to the number of licensed seats. See hardware and room for details.
How is employees' personal data handled?
Personal records belong to the employee alone. The company receives anonymized group summaries. Before rollout you can use our template to explain to employees how their data is handled.
We already have an EAP. Do we still need relaxation sessions?
The two work together. An EAP offers counseling to people who need professional help. Relaxation sessions give most employees regular time to rest, and those who need more help can reach the EAP more naturally from there. Your EAP partner is welcome to plan with us.
How are results presented?
Reports show participation, coverage, and measurements from before and during the journey, each with its count, period and calculation method. How to interpret and disclose the data is for your HR and sustainability teams to decide.
Book a consultation
We start from your company's structure, shift patterns and existing EAP or occupational nurse routes.