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DAILY FIVE is a behaviour-based wellbeing and performance platform built around three daily pillars: Move, Connect, Reflect. Organisations use it to help employees build consistent micro-habits and to track adoption through engagement reporting.

Typically owned by People/HR, L&D, Wellbeing, and Rewards teams. It works best where the goal is measurable engagement and sustained usage rather than one-off wellbeing campaigns.

An Enterprise plan typically includes: • Employee access to the DAILY FIVE platform (Move / Connect / Reflect sessions and plans) • Admin/Partner reporting dashboard (organisation-level engagement metrics) • Launch support (comms toolkit + rollout guidance) • Ongoing customer support Optional add-ons: • Toolkits (e.g., Menopause) • Company-specific toolkits or cohort programmes • Enhanced reporting exports and review sessions

Most companies start with a pilot, then roll into an annual licence if success criteria are met. The usual flow: 1. Book a demo 2. Agree pilot scope + success metrics 3. Launch to employees (invite link / enrolment method) 4. Review results and confirm annual rollout

Yes, a structured pilot is the recommended starting point. It’s designed to prove adoption and engagement before committing to a full annual rollout.

Success is measured by adoption and repeat usage (not just sign-ups). Typical pilot metrics include: • Activation rate (users who complete their first session) • Weekly active usage • Habit consistency (e.g., users completing multiple sessions per week) • Toolkit uptake (if included) Your pilot should define these targets up front.

Employers receive organisation-level reporting such as: • Activation and engagement trends over time • Weekly active users • Plan and toolkit uptake • Usage by cohort/team (where configured) • Exportable summaries (where enabled) Reporting is aggregated at organisational level.

By default, reporting is aggregated. If you need more granular views for cohort programmes, this should be agreed as part of the rollout design and must align with your internal policies and privacy expectations.

You can onboard employees via: • Invite links • Email invites • QR code for internal comms • SSO (if available/required — depends on your plan and setup) We provide a rollout comms pack to support adoption.

Support can include: • Launch checklist + comms templates • Suggested internal rollout plan (2–4 weeks) • Optional kickoff session and stakeholder check-ins (plan dependent)

Employees can access DAILY FIVE on supported mobile devices (and web access where available). Your team can confirm supported platforms during onboarding.

Yes. Many organisations run time-bound challenges (e.g., 30 days) or themed campaigns using plans/toolkits, supported by reporting to track participation.

Employees can access short, guided sessions across MOVE, CONNECT, REFLECT, plus structured plans and themed toolkits depending on your package.

Content updates depend on your programme and release cycle. For enterprise clients, we recommend positioning this as “regularly refreshed” and being specific only if you can commit to a cadence.

Yes, Menopause is available as an add-on toolkit for organisations and can be deployed company-wide or to relevant cohorts depending on your internal approach.

Yes, company-specific toolkits can be created for particular topics (e.g., stress, sleep, leadership resilience). Cost, scope and timelines depend on complexity.

Enterprise pricing is typically per employee per month (PEPM), billed annually, with tiered volume pricing. We can provide a quote after confirming headcount and rollout scope.

Yes, you can start with a department, location, or cohort pilot, then expand based on results.

Most enterprise clients are billed annually via invoice. Billing terms and procurement requirements can be agreed during contracting.

Yes, payment processing is handled via secure payment providers and employer reporting is provided at an organisational level. For procurement, we can share security and data handling details during the sales process.

Integration options depend on your plan and technical requirements. Common requests include SSO and perks platform distribution. Confirm needs during discovery and we’ll align the implementation approach.

We collect only the data required to provide the service and measure engagement. Employer reporting is designed to focus on adoption trends rather than sensitive personal details. Specific data processing details can be provided during onboarding/procurement.

Daley is the in-product assistant that guides employees to the right sessions/plans and supports engagement. Enterprise reporting can help measure how the programme is being used (Daley is not a replacement for clinical care).

No, accounts are intended for individual employee use to keep access secure and reporting accurate.

For enterprise plans, access is usually managed by the employer for the licence period. Individual cancellation typically doesn’t apply the same way as a consumer subscription - employees can stop using it at any time.

We provide a support path for employees (help centre/contact) and an admin contact route for your HR team. During rollout, we recommend a clear internal escalation path.