You're accountable for wellbeing. Finally, the proof to match.
You've rolled out the benefit, run the survey, briefed the managers — and still can't answer the question the board keeps asking: is any of it working? October gives People leaders an utilisation rate they're proud of, prioritised insight on what's actually driving risk, and embedded experts who help managers act — so wellbeing stops being a line item and starts being a number you can defend.
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You can't improve what nobody uses.
Four reasons wellbeing programmes stall — and what each one really costs you.
- Nobody logs in
- The EAP sits at low single-digit utilisation. You're paying for a benefit a handful of people in crisis ever reach for, and you can't tell the exec team otherwise.
- No usable signal
- Annual surveys arrive too late to act on and dashboards hand you activity metrics, not priorities. You're left interpreting noise instead of acting on risk.
- Managers left exposed
- Frontline managers carry the team's stress with no support and no playbook. The pressure lands on them, and so does the attrition.
- No ROI to show
- When finance asks what the programme returned, you have engagement counts — not burnout, retention or performance moved. The budget conversation gets harder every year.
Everything you need to prove it works.
The platform and the people that turn wellbeing from a cost centre into a defensible result.
- Utilisation you can show
- Care the whole workforce reaches for every day — sessions, coaching and an AI companion — landing around 65% utilisation instead of the EAP's few percent.
- Prioritised insight
- October Insights surfaces the specific pressure points driving risk by team, and tells you what to do next — not just what happened.
- Embedded experts
- You're not handed a dashboard and left alone. Embedded experts help you and your managers execute the change and report the result.
- Board-ready ROI
- Burnout, eNPS, retention and performance measured before and after — with a costed annual value you can take straight to the exec team.
The receipts your peers can point to.
What wellbeing is worth to you.
Size it to your headcount and see the year-one value of burnout avoided and people retained.
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Questions, answered.
How is October different from our current EAP?+
A traditional EAP is a phone line a few percent of people ever use. October is software plus embedded experts the whole organisation reaches for — around 65% utilisation — with prioritised insight for leaders and a costed ROI you can take to the board.
Will I be able to prove it's working?+
Yes. October measures burnout, eNPS, retention and performance before and after, by team, and translates the change into an annual value. That's the number HR leaders use to defend and grow the budget.
What support do my managers get?+
Managers get team-level insight on where pressure is building plus embedded experts and playbooks to act on it — so the people carrying the team's stress aren't left without a plan.
How fast can we launch?+
Rollout is weeks, not quarters, and most teams see their first usable insight within about eight weeks of launch. Embedded experts run the onboarding with you.
Does it work alongside October People?+
Yes. October Health owns engagement, eNPS and wellbeing; October People owns the HR system of record. They share one intelligence layer, so signal flows between them.
Know your own numbers.
Two minutes, benchmarked — and a costed PDF of what the gap is worth. See where you stand today.
- The Workplace Wellbeing ScorecardEight questions, two minutes — a benchmarked read on how healthy your workplace actually is, and where to act first.
- The Retention Risk ScorecardEight questions, two minutes — how exposed are you to the resignations you didn't see coming, and what they're costing you.
Make wellbeing a number.
Book a walkthrough and see how October would surface the risk in your organisation — and the value of closing it.