Acting for mental health at work, starting from real work.
Mental health at work is also shaped by how work is organised.
Occupational health services, helplines, psychologists: existing schemes are valuable, but they are most often called on once the difficulty has set in. navimia steps in earlier, at the moment a person feels something is weighing on them without yet knowing what, or who to turn to.
For companies, public bodies, health insurers and works councils, it is a resource available at any time, complementing what already exists, and every conversation stays in the person's personal space.
Beyond compliance: a better understanding of what weighs on people at work, to act more accurately on working conditions.
Mental health at work can no longer rest on individuals alone.
Asking employees to manage their stress better is no longer enough when the work environment is the source of the problem. What is needed is to put words on what is happening, understand the situation and act on working conditions. Employees' expectations, for their part, are already there.
1 in 2
employees show signs of psychological distress, a record since 2020. Among them, 83% link their state to their work.
37.8%
of sick leave over 30 days is due to psychological disorders: the leading cause of long-term absence, up 25% since 2020.
88%
of 18-30 year-olds expect mental health support from their employer. For one in four, it is a decisive factor in accepting a job.
€110bn
per year: the cost of poor mental health in France, between absenteeism, presenteeism and lost productivity.
Sources: Empreinte Humaine × Ipsos-BVA barometer on mental health at work (May 2026) · Malakoff Humanis absenteeism study (June 2026) · Alliance pour la Santé Mentale, #LaREF26 (August 2026), citing the moka.care × JobTeaser study (2022) for the expectations of 18-30 year-olds.
A tool designed for people, useful to organisations.
Each person has a personal, confidential space that they use at their own pace. Your organisation gets aggregated, anonymised indicators to steer its wellbeing-at-work actions, and conversations stay confidential.
For the person
A space to take stock
Tiredness, overload, loss of meaning, relationship tension, wanting a change: a guided conversation, then a clear summary and a realistic next step.
For their journey
Understanding what is going on
Telling apart what depends on you, what comes from the work setting, and the moment when human support becomes useful.
For the organisation
Aggregated indicators for steering
Aggregated indicators, protected by an anonymisation threshold, to track adoption and inform your priorities. The content of conversations stays in each person's personal space.
Acting on working conditions before situations become strained.
You are an HR director, a wellbeing-at-work lead, a prevention officer or a manager. Your schemes exist, but they are called on late, often when the person is already on sick leave or about to leave. navimia gives your employees and staff a first point of support, available at any time.
A point of support for your teams, and aggregated indicators to guide your actions on working conditions.
The Alliance pour la Santé Mentale identifies three levers for companies: moving prevention beyond individual responses, opening up dialogue and equipping teams, and mobilising the occupational health ecosystem. navimia is designed to serve all three.
Quality of life and working conditions
A resource available without any procedure or appointment, complementing existing schemes, which can fit into your wellbeing-at-work approach, your psychosocial risk action plan and your commitments on mental health at work.
A bridge to what already exists
navimia helps each person prepare a conversation with the right contact: manager, HR, occupational physician or helpline, rather than letting the situation set in.
Opening up dialogue, equipping teams
A tool managers can recommend without having to carry situations beyond them on their own, and use for their own workload.
Steering without exposure
Aggregated, anonymised usage indicators to measure adoption and target your actions. Conversations stay in each employee's personal space.
Public bodies and the civil service: navimia is also for public-sector staff, working alongside the CST (the public-sector health and safety committee) and preventive occupational medicine. Access can cover the whole workforce or a targeted group, with optional awareness workshops.
Signatory of the Charter of commitment for mental health at work? navimia can be one of the concrete actions behind your commitment, and a tangible argument for young talent who expect mental health support from their employer.
Or write to us directly at contact@kairos-clarity.com
A service that contributes to your members' mental health at work, alongside your cover.
Psychological disorders have become the leading cause of long-term sick leave: 37.8% of absences over 30 days, up 25% since 2020. Mental health at work has become a major issue for your members and your corporate clients alike. What is often missing is a space where a person can put words on what is happening in their work, before knowing who to turn to.
Understanding earlier what weighs on people at work means preserving the length and quality of your members' working lives.
This is where navimia comes in: a personal space that members use when they feel the need, which helps them understand their work situation and prepare, if they wish, a conversation with the right people.
A distinctive service that can be built into both individual and group contracts, and an argument for your corporate clients faced with the expectations of young workers.
A first space for members who do not yet know who to turn to.
Clear information on the services in your offer and the client company's schemes, accessible to all members.
A contribution to mental health at work, complementing your existing cover and programmes.
Measurable adoption through aggregated, anonymised indicators, with no access to conversations.
A concrete contribution to your members' long-term working lives.
Or write to us directly at contact@kairos-clarity.com
A space the employer cannot see, so employees are better equipped to be heard.
You are an elected representative, a member of the health and safety committee (SSCT) or of the CST. The signals reach you, tiredness, tension, overload, but often late, and without a way to deal with them without exposing people. navimia gives employees and staff an independent space to clarify their situation, and gives you concrete, collective-level indications to raise issues without exposing anyone.
A concrete benefit for employees. Collective indicators for your health, safety and working conditions mission.
Independent from the employer: neither management nor elected representatives have access to conversations.
Employees who come to you with a situation already clarified: what relates to workload, to the work setting, to meaning or to relationships.
A concrete way to open up dialogue on working conditions, without anyone having to expose themselves.
A tangible employee benefit, which can fit within your social and cultural activities budget.
Aggregated, anonymised usage indicators to inform social dialogue, without naming anyone.
A bridge to the right people: occupational physician, HR, labour inspectorate, or yourselves.
Or write to us directly at contact@kairos-clarity.com
Understanding and acting over time creates a virtuous circle in which employees, managers and leaders work hand in hand to make work a place where people can thrive and build on their wellbeing.