People & culture

Your people programmes are real. The compliance evidence should be too.

People and culture teams already invest in engagement surveys, EAP, and wellbeing programmes because they care about their people. That work is valuable, and it sits alongside psychosocial compliance, not instead of it. The regulation requires a different type of evidence: documented hazard identification, structured risk assessment, and tracked controls across the 17 psychosocial hazard categories. ReFresh is the psychosocial operating system that produces that evidence so your values are backed by defensible documentation.

Request demo

Request demo

People & culture

Your people programmes are real. The compliance evidence should be too.

People and culture teams already invest in engagement surveys, EAP, and wellbeing programmes because they care about their people. That work is valuable, and it sits alongside psychosocial compliance, not instead of it. The regulation requires a different type of evidence: documented hazard identification, structured risk assessment, and tracked controls across the 17 psychosocial hazard categories. ReFresh is the psychosocial operating system that produces that evidence so your values are backed by defensible documentation.

Request demo

Request demo

trusted by leading ASX & Global enterprises

trusted by leading ASX & Global enterprises

FEATURES

Bridge the gap between your wellbeing programmes and the compliance obligation

Your organisation likely runs engagement surveys, provides EAP access, and invests in flexible work arrangements. A regulator will not accept any of those as evidence of psychosocial hazard management. The obligation is specific: identify what hazards exist, assess their severity, implement controls, and document the cycle continuously.

ReFresh provides the structured compliance layer that sits alongside your people programmes, turning the care your organisation already demonstrates into evidence a regulator can verify.

Wellbeing and compliance distinguished

Structured hazard documentation

Regulatory evidence

People-first design

A people-and-culture director in her mid-40s sitting at a round table in a warm, light-filled meeting room with two colleagues — a wellbeing programme coordinator in her early 30s and a WHS manager in his late 30s. The P&C director is sitting between the other two, physically bridging them at the table, with one hand gesturing toward the wellbeing coordinator and her gaze directed at the WHS manager, mid-sentence — connecting a point from one conversation to the other. The wellbeing coordinator has a printed programme calendar in front of her.

Bridge the gap between your wellbeing programmes and the compliance obligation

Your organisation likely runs engagement surveys, provides EAP access, and invests in flexible work arrangements. A regulator will not accept any of those as evidence of psychosocial hazard management. The obligation is specific: identify what hazards exist, assess their severity, implement controls, and document the cycle continuously.

ReFresh provides the structured compliance layer that sits alongside your people programmes, turning the care your organisation already demonstrates into evidence a regulator can verify.

Wellbeing and compliance distinguished

Structured hazard documentation

Regulatory evidence

People-first design

A people-and-culture director in her mid-40s sitting at a round table in a warm, light-filled meeting room with two colleagues — a wellbeing programme coordinator in her early 30s and a WHS manager in his late 30s. The P&C director is sitting between the other two, physically bridging them at the table, with one hand gesturing toward the wellbeing coordinator and her gaze directed at the WHS manager, mid-sentence — connecting a point from one conversation to the other. The wellbeing coordinator has a printed programme calendar in front of her.

Handle sensitive psychosocial concerns with confidentiality built into the process

Psychosocial concerns often involve sensitive information: interpersonal conflict, harassment, workload distress, organisational change anxiety. Handling these through informal inboxes or ad hoc conversations creates risk for both the worker and the HR team.

ReFresh provides structured, confidential intake pathways with role-based access controls, so sensitive information reaches the right people without unnecessary exposure, and every concern is documented consistently.

Confidential intake

Role-based access

Structured documentation

Worker trust by design

A HR business partner in her late 30s sitting alone in a small, private office with the door closed — visible as a closed door in the background with a frosted glass panel. She is at her desk, reading something on her monitor with an expression of careful, considered attention — the look of someone handling sensitive information with the seriousness it deserves. One hand is resting near the keyboard, the other is holding her chin thoughtfully.

Handle sensitive psychosocial concerns with confidentiality built into the process

Psychosocial concerns often involve sensitive information: interpersonal conflict, harassment, workload distress, organisational change anxiety. Handling these through informal inboxes or ad hoc conversations creates risk for both the worker and the HR team.

ReFresh provides structured, confidential intake pathways with role-based access controls, so sensitive information reaches the right people without unnecessary exposure, and every concern is documented consistently.

Confidential intake

Role-based access

Structured documentation

Worker trust by design

A HR business partner in her late 30s sitting alone in a small, private office with the door closed — visible as a closed door in the background with a frosted glass panel. She is at her desk, reading something on her monitor with an expression of careful, considered attention — the look of someone handling sensitive information with the seriousness it deserves. One hand is resting near the keyboard, the other is holding her chin thoughtfully.

See patterns across teams, not just individual cases

Individual complaints often signal systemic hazards: workload pressure across a department, role clarity issues following a restructure, support gaps in a growing team.

ReFresh connects individual reports to organisational patterns, surfacing trends across the 17 psychosocial hazard categories so your people team can move from reactive case management to proactive hazard prevention, which is what the regulation requires.

Team-level trend analysis

Hazard category mapping

Early warning indicators

Proactive intervention

A head of people and culture in his mid-40s standing at a large window in a bright, open-plan office, looking out across the floor with a wide, considered gaze — not focused on any one person, but taking in the whole. He is holding a printed one-page summary at his side, loosely, having just read it. The summary page shows a structured heat-map-style grid with team labels down the side and coloured cells — visible in pattern but not legible. Through the window-wall beside him, the office floor extends with clusters of desks grouped by team

See patterns across teams, not just individual cases

Individual complaints often signal systemic hazards: workload pressure across a department, role clarity issues following a restructure, support gaps in a growing team.

ReFresh connects individual reports to organisational patterns, surfacing trends across the 17 psychosocial hazard categories so your people team can move from reactive case management to proactive hazard prevention, which is what the regulation requires.

Team-level trend analysis

Hazard category mapping

Early warning indicators

Proactive intervention

A head of people and culture in his mid-40s standing at a large window in a bright, open-plan office, looking out across the floor with a wide, considered gaze — not focused on any one person, but taking in the whole. He is holding a printed one-page summary at his side, loosely, having just read it. The summary page shows a structured heat-map-style grid with team labels down the side and coloured cells — visible in pattern but not legible. Through the window-wall beside him, the office floor extends with clusters of desks grouped by team

Operate alongside your HRIS without replacing it

ReFresh is not an HRIS. It operates alongside Employment Hero, ELMO, SAP SuccessFactors, or whichever people platform your organisation uses, creating a clear boundary between people operations and regulated psychosocial risk management.

Employee data stays in your HR system. Psychosocial hazard identification, risk assessment, controls, and governance evidence live in the operating system purpose-built for it.

HRIS integration

Clear boundary

No workflow duplication

Compliance evidence separated

A people operations manager in her early 30s sitting at her desk with a single wide monitor, mid-task, in the easy rhythm of someone working within a system that fits her existing workflow. The monitor shows a single browser window with a split-pane view — on the left, an employee profile with team and location fields, and on the right, a compliance status panel with coloured indicators — visible as two distinct but connected interface panels in one view, not legible.

Operate alongside your HRIS without replacing it

ReFresh is not an HRIS. It operates alongside Employment Hero, ELMO, SAP SuccessFactors, or whichever people platform your organisation uses, creating a clear boundary between people operations and regulated psychosocial risk management.

Employee data stays in your HR system. Psychosocial hazard identification, risk assessment, controls, and governance evidence live in the operating system purpose-built for it.

HRIS integration

Clear boundary

No workflow duplication

Compliance evidence separated

A people operations manager in her early 30s sitting at her desk with a single wide monitor, mid-task, in the easy rhythm of someone working within a system that fits her existing workflow. The monitor shows a single browser window with a split-pane view — on the left, an employee profile with team and location fields, and on the right, a compliance status panel with coloured indicators — visible as two distinct but connected interface panels in one view, not legible.

SECURITY & COMPLIANCE

Your data.
Always protected.

Your data.
Always protected.

Your data.
Always protected.

Refresh is GDPR, SOC2, & USDP compliant

Refresh is GDPR, SOC2, & USDP compliant

Security standards

We are GDPR, SOC2, and USDP compliant. AWS hosts our app, and we undergo annual third-party audits to ensure platform and infrastructure security.

Security standards

We are GDPR, SOC2, and USDP compliant. AWS hosts our app, and we undergo annual third-party audits to ensure platform and infrastructure security.

Anonymous by design

Sensitive psychosocial information is handled by design. Data is structured and access-controlled so information is only visible where necessary.

Anonymous by design

Sensitive psychosocial information is handled by design. Data is structured and access-controlled so information is only visible where necessary.

Custom permissions

Set clear boundaries with flexible permissions. Admins and teams manage access, keeping data visible only where it belongs.

Custom permissions

Set clear boundaries with flexible permissions. Admins and teams manage access, keeping data visible only where it belongs.

Custom permissions

Set clear boundaries with flexible permissions. Admins and teams manage access, keeping data visible only where it belongs.

GOT QUESTIONS?

Frequently asked questions

Frequently asked questions

What does ReFresh do for an HR or people and culture team?

ReFresh gives HR a structured way to manage the psychosocial matters that land on their desk: conduct and grievance cases, surveys, policy sign-offs, and the consultation record. Much of psychosocial risk is about job design, workload, and behaviour, which is people and culture territory.

Isn't psychosocial risk a safety problem?

It is a shared duty. The hazards often sit in how work is designed and how people treat each other, so HR and safety both have a part to play. ReFresh gives them one system, with permissions so each team sees what it should.

How does ReFresh handle the relationship between HR and WHS?


We already run engagement surveys. Is that not enough?


How does ReFresh fit alongside our existing people programmes?


Can workers report concerns confidentially?


Does ReFresh produce reports for the board or executive team?


Compliance evidence that backs the work you already care about

Compliance evidence that backs the work you already care about

Request demo

Request demo