For companies and HR
Health as an asset, not a benefit no one uses.
EVA brings integrated health to your entire team, with the real adoption and measurable impact that traditional benefits fail to deliver, across claims, absenteeism, and retention. The employer sees everything through aggregated, anonymized data, never through any one employee's health.
The cost already there
Your company already pays for health. EVA makes that spend start to pay off.
Wellness programs usually die at adoption. HR signs the contract, sends the announcement, and few people use it. EVA tackles that bottleneck at its root: 13 AI agents, voice, gamification, and internal campaigns keep employees tracking exams, sleep, habits, medications, and professionals all in one place. And because the company only sees aggregated, anonymized numbers, employees join without fear of being watched by their boss. More people actually using it is what moves claims, leaves of absence, and turnover.
What changes for your workforce
Adoption traditional benefits can't reach
Six levers that turn the health program from a fixed cost into measured return.
ROI that fits the benefits budget
The dashboard correlates real usage with the group's health indicators. As a market reference, wellness programs return 2.5 to 3 to 1 (Mercer/Harvard), and prevention reduces claims by 10 to 20% over 18 to 24 months (FenaSaúde/ANS 2024).
Protocols that target what drives the most leave
Mental health accounts for 25% of leaves of absence, with an average of 35 days lost per leave per year (AbbVie 2024). EVA brings ready-made protocols for burnout prevention, sleep for executives, stress management, and active breaks throughout the day.
A budget HR controls
Monthly credits per employee, allowed spending categories, tiers, and one-off top-ups with service vouchers. HR decides how much, on what, and for whom, with usage reports inside EVA itself. Reference range of R$ 15 to 50 per employee.
Truly integrated health
Everything in one place: exams, wearables, habits, medications, and professionals unified by the EVA Life OS layer, with an EVA Health Score per employee, visible only to them. Gym attendance is a small part of what moves claims and absenteeism.
No wearable capex
EVA uses the wearables employees already have, starting with Apple Health and other health data sources. No buying, importing, or certifying devices, and no promise of clinical measurement.
By design, not by promise
The employer never sees individual data
By design, the company only accesses aggregated, anonymized usage reports. This protects the employee, reduces the data-protection risk of handling individual health data within an employment relationship, and unlocks the adoption every wellness program loses.
The costs your team's health drives are already on your balance sheet. The numbers below come from public sources, with the origin noted. They are not a promise of results.
HR questions
Frequently asked questions
Will HR or managers be able to see employees' health?
No. By design, the company accesses only aggregated, anonymized reports of usage and of the group's health indicators. No individual employee data reaches the employer. This protects the person, reduces the data-protection risk within the employment relationship, and is exactly what gets employees to join.
How do I prove the return to the board?
The dashboard correlates real usage over time with the group's health indicators. As a market reference, ROI runs between 2.5 and 3 to 1 (Mercer/Harvard), and prevention reduces claims by 10 to 20% over 18 to 24 months (FenaSaúde/ANS 2024). EVA organizes and analyzes this data; it does not promise diagnosis or treatment.
We already have Wellhub or Gympass. Why EVA?
That is, in practice, gym access. EVA is an integrated health ecosystem: exams, wearables, habits, medications, and professionals brought together by EVA Life OS, with protocols for sleep, stress, and burnout. Those are the areas that actually move claims and absenteeism. Many companies use both for different goals.
Do we need to buy and distribute wearables to everyone?
No. EVA uses the devices employees already have, starting with Apple Health and other sources. Those without a device still use the app. No device capex, no importing, warranties, or reverse logistics.
How do we control how much the company spends?
In EVA, HR deposits monthly credits per employee and defines allowed spending categories, monthly tiers, and service vouchers, with one-off top-ups when needed. You set the cap and the scope, and follow usage through reports. The reference range today is R$ 15 to 50 per employee.
Let's design your company's health program
Tell us how many lives you need to cover and what your goals are for claims, absenteeism, and engagement. We'll put together a proposal with credits, protocols, and the aggregated dashboard model tailored to your organization.