Every obligation your people create.
One place to prove you met them.
Psychosocial risk, pay transparency, equality, reporting channels: measured properly, then actually acted on, with evidence from the practices your people do every week.
An obligation you already have. One platform to prove you met it.
In force since 1995
Psychosocial risk evaluation
Already required of every company with employees under Ley 31/1995 and RD 39/1997, signed by an accredited professional. Most companies have not done one. ClimaHQ runs the validated instrument, scores it against published norms, and routes the signature.
Expected once Spain transposes
Pay Transparency Directive
The Directive sets 7 June 2027 for the first reports: 250+ employees report annually, 150-249 every three years, on calendar 2026 data; 100-149 join from 7 June 2031. Spain has not transposed it yet, so these dates apply in Spain once it does. The data behind the first report can be collected now.
50+ employees
Whistleblowing channel
Companies with 50 or more employees must run a confidential internal reporting channel under the EU Whistleblowing Directive (2019/1937). ClimaHQ's Channel keeps reports confidential, tracks each case, and sits next to a practice of psychological safety so people actually use it.
On the EU AI Act: ClimaHQ's scoring is deterministic, not an AI system under the Act. The high-risk rules for employment AI now apply from 2 December 2027, and we publish a signed out-of-scope memo rather than a conformity declaration.
CSRD S1 applies directly only above 1,000 employees and €450m turnover, which is out of scope for almost every ClimaHQ customer. If a larger customer in your value chain asks you for workforce data, ClimaHQ's exports cover that too.
Every score is deterministic and traceable to real responses. No AI, no black boxes.
A checkbox proves you asked. A practice proves you acted.
The law asks whether your people are safe, heard and paid fairly. ClimaHQ answers with circles, rituals and allyship that produce evidence every week, not a form once a year.
No AI black boxes. No engagement scores divorced from action. Every insight maps to a practice your people actually do, together.
From daily practice to proof you can sign
Practice
Circles meet weekly. Rituals land Monday, Wednesday, Friday. Allyship commitments build streaks. Belonging becomes a daily habit, not an annual event.
Measure
Every practice accumulates into a belonging signal. The inclusion map shows you where belonging flows and where it fractures, in real time, across every team.
Prove
Your belonging practice produces the follow-up evidence an inspector looks for: measures, monitoring and who was consulted, all traceable back to real responses. It works alongside the psychosocial evaluation, which is always run with a validated instrument.
Five practices. One evidence trail.
Circles
Weekly team check-ins (preventive measure)
Small-group reflection prompts delivered weekly. Anonymous responses surface themes that surveys miss, building psychological safety through shared vulnerability.
Inclusion Map
Where risk concentrates, by team
A living network graph showing where belonging flows and where it fractures. Teams appear as nodes; connection strength shows real relationship health.
Micro-Allyship
Respect and anti-harassment actions
Concrete, small-stakes actions that compound into cultural shift. Users commit to practices, track streaks, and build habits that outlast any training session.
Equity Lens
Equality plan and pay gap view
Toggle on to overlay demographic intersections across the inclusion map. See where belonging diverges by gender or tenure, without exposing individuals.
Belonging Rituals
A weekly psychosocial pulse, in seconds
Short weekly micro-rituals delivered where work happens: Slack, Teams, or email. One-tap responses take seconds but accumulate into a rich belonging signal, at a cadence you choose.
We didn't invent the science. We made it practicable.
Edmondson's psychological safety framework
The psychological safety research behind Google's Project Aristotle
Baumeister and Leary's need to belong
Belonging is a core human motivation, not a perk
Allport's contact hypothesis
Structured cross-group connection is the evidence base for Circles
Your employees' honesty is protected
Protected by group reporting
Surveys are reported only in groups of 5 or more people. Circles keep no user identifier at all.
Encrypted at rest and in transit
AES-256-GCM at rest. TLS 1.3 in transit.
GDPR by Design
Built for GDPR: minimisation, encryption and anonymity thresholds.
Fully Auditable
Every metric traceable. No black boxes.
Frequently asked questions
Can my employer see how I answered?
Not individually. Survey answers are reported only in groups of 5 or more people, and a group below that size is never shown. A system reference is kept on each response so you can see your own pending surveys and history, but it is never shown to managers or administrators. Circle responses are stored without any user identifier, so they cannot be traced back. Ritual reflections are visible only to the employee who wrote them. Features that identify people by design, such as the time registry, are separate from surveys and circles. All data is encrypted with AES-256-GCM.
How long does setup take?
You can have circles running, rituals dispatched, and your first pulse survey live within a day. Import your team via CSV or HRIS, assign people to circles, and ClimaHQ takes it from there.
What if we're a small team?
ClimaHQ is free for teams of 25 or fewer: circles, rituals, the allyship library, a basic inclusion map and one pulse survey per quarter. The anonymity threshold still applies to protect your people.
Why no AI? Isn't that a limitation?
Deterministic means same inputs, same outputs, every time. Your belonging scores are explainable, reproducible, and audit-ready. No black-box models also means zero compliance burden under the EU AI Act.
How does pricing work?
Free for up to 25 employees: circles, rituals, the allyship library, the Radar, the time registry and a basic inclusion map. Belonging adds analytics, exports, HRIS and SSO. The Obligations Pack adds the psychosocial evaluation, the Register and pay transparency reporting, and the Pay Transparency Pack covers pay reporting on its own. Plans, features and prices are on the pricing page, and hosting and transfers are described on the Security page.
How is ClimaHQ different from Culture Amp or Lattice?
They measure culture once a year. ClimaHQ turns it into a weekly practice, and that practice into the evidence your obligations require. We're also built natively for EU compliance, psychosocial risk evaluation and Pay Transparency reporting, and use zero AI, so every metric is traceable and auditable.
You're a new company. Will you be around?
We're in early access and growing. Your data is always exportable, so you're never locked in. We'd rather earn your trust than lock you in.
Meet the obligation. Build the culture behind it.
Free for up to 25 employees · No credit card required