Relationship safety at work

A workplace platform that makes group-level relational patterns visible, supports structured, human-approved interventions, and measures the change.

What it is

The same impact framework as our other models, at group level: establish the current situation, run interventions, and track the change.

An operating system for the organization: plan interventions, follow their implementation, and see the measured effect. Interventions can run on our tools or on the organization's own proven practices and change initiatives, and the platform follows both.

Where a specific need calls for it, we develop targeted solutions for the organization's context as part of the same ecosystem.

Who it is for

Employers, public sector and healthcare providers. Built for Employee Relations and workplace-safety leaders focused on lateral conduct, manager capability and turnover, not physical security.

Why now

Relationship safety at work is not a compliance product and does not claim to satisfy any legal obligation. The regulatory context still matters, because prevention duties exist while the effectiveness of preventive work is rarely measured.

California employers in general industry have had enforceable workplace violence prevention duties since July 1, 2024, including a written prevention plan, training, and a violent incident log (Labor Code section 6401.9).
Cal/OSHA: Workplace violence prevention guidance
Cal/OSHA rulemaking for a permanent general industry standard is in progress: a revised draft standard was published on July 22, 2026, with comments requested by August 10, 2026, and the standards board must adopt a standard no later than December 31, 2026.
Cal/OSHA: General industry rulemaking
Health care is covered separately: California's health care workplace violence prevention standard (Title 8, section 3342) has been in force since 2017 and 2018, and it distinguishes violence by patients or clients from violence between present or former employees, supervisors, or managers.
Cal/OSHA: Title 8, section 3342
In the European Union, Directive (EU) 2024/1385 on combating violence against women and domestic violence entered into force on June 13, 2024, and member states must transpose it into national law by June 14, 2027.
EUR-Lex: Directive (EU) 2024/1385

Cal/OSHA facts last checked against the official Cal/OSHA pages on July 29, 2026. EU directive dates as published on EUR-Lex.

What it is not

Aggregated and privacy-protected by design. Not whistleblowing, incident reporting, case management, investigation, or individual scoring. Individual data is never shown to the employer.

Trust and data boundaries

Organizations see only group-level, aggregated, pseudonymous signals. Consumer and workplace data stay fully separate.

A human is always in the loop: the platform never selects an intervention or makes a high-stakes decision; people decide what happens next.

Next step

Talk to us about workplace relational safety in your organization.

Frequently asked questions

Is this a reporting or whistleblowing channel?: No. Relationship safety at work is not a whistleblowing channel, incident reporting, case management, or investigation tooling. Anything that needs formal handling belongs in the channels your organization already has.
Does the employer see individual answers?: No. Organizations see only group-level, aggregated, pseudonymous signals. Individual data is never shown to the employer, and the platform does not score, monitor, or profile individual employees.
How does this relate to the consumer apps?: It is fully separate. Consumer products such as Flag Tracker are private tools for individuals; their data stays fully separate and is never combined with any workplace data.

Sources and dates

Every regulatory statement on this page is sourced and dated.