The reason your internal desk goes unused
is that it is internal.
"I don't want HR to know." That one thought is why consultation desks go unused. An external third party has no stake in anyone's appraisal. Mental health, workplace relationships, career concerns — online, for your whole workforce.
A follow-up desk after stress checks · consultations also available in English
Illustrative image
The Problem
Your internal desk isn't reaching the people who need it
Even with a desk in place, employees avoid it — HR might find out, and it might affect their review. Having a scheme and having it used are different problems.
Fear of the appraisal
As long as an employee suspects that disclosing a difficulty affects their review or placement, the internal desk stays empty. The barrier is not awareness; it is the conflict of interest.
Sudden leave or resignation
The signs were there, but you only learned when the request came. The cost of hiring and onboarding is lost at once.
You can't tell what's wrong
Is it the job, the team, or something personal? Without knowing, HR ends up handling it alone.
Services
Online Counseling
As external professionals, we create a space where employees can speak freely. The scope is below.
Mental Health Care
Stress, anxiety, burnout, low mood. A place to talk early means problems are addressed before they escalate.
Workplace Relationships
Manager relationships, team communication, harassment concerns — heard by a third party with no stake in the outcome.
Career Counseling
Direction, skills, internal career paths. Not a place to be nudged toward leaving — a place to think it through.
Work-Life Balance
Balancing work with family, childcare and caregiving, and personal circumstances affecting work.
Anonymised Reports
Usage and themes, aggregated so no individual is identifiable. Never the content of a session.
Counseling in English
For companies employing international staff, consultations are also available in English — through the same desk, with no separate contract.
Regulatory Context
From April 2028, stress checks become mandatory for workplaces under 50
Employers need somewhere other than the physician interview to point high-stress workers to.
Guidance asks employers to point high-stress workers to consultation channels beyond the physician interview
Under the 2025 amendment to the Industrial Safety and Health Act, stress checks — previously a best-efforts duty for workplaces with fewer than 50 workers — become mandatory, effective 1 April 2028. MHLW published an implementation manual for small workplaces in February 2026.
MHLW states that it is important to inform high-stress workers of consultation channels other than the physician interview. This service can serve as one of those channels.
Source: MHLW ストレスチェック制度について（労働者数50人未満の事業場） ／ 小規模事業場ストレスチェック制度実施マニュアル（令和8年2月）Confidentiality
What HR sees, and what it does not
If this line is unclear, employees will not use the desk. It is defined so you can state it to them before launch.
| Information | What the company receives |
|---|---|
| Aggregate usage figures | Provided, aggregated so no individual is identifiable |
| Themes of consultations | Provided, as an anonymised report |
| Who consulted | Not provided |
| What was said, and the records themselves | Not provided |
How consultation content is handled is set out in writing at contract.
How It Works
From Setup to Ongoing Support
How it starts, in four stages. The detailed conditions are on the process page.
Consultation
We discuss your situation and scope.
Plan Design
Who, how often, and how it is announced.
Sessions Begin
Employees book directly and meet online.
Reports
Anonymised aggregates shared with HR.
About Pricing
Pricing is quoted according to the size of your organisation and how the service will be used. Please get in touch and we will walk you through it.
Ask About PricingFAQ
Frequently Asked Questions
Is session content shared with the company?
No. Session content is never reported to HR. The company receives only aggregated usage and themes, in a form where no individual is identifiable.
Can international employees use this?
Yes. Consultations are available in English, including cross-cultural adaptation and language-barrier concerns.
Can this be used as stress-check follow-up?
Yes. It can serve as a consultation channel for employees flagged as high-stress. MHLW states it is important to inform such workers of channels beyond the physician interview.
We're worried employees won't actually use it.
The main reason desks go unused is the fear that HR will find out. We recommend stating explicitly at launch what HR does and does not receive. We work through the rollout with you at the consultation stage.
How are pricing and terms decided?
They are quoted according to the size of your organisation and how the service will be used. Please get in touch.
How is this different from an occupational physician?
An occupational physician is a doctor who advises the employer on workplace measures. This service does not share content with the employer — it exists for the employee. The roles differ, so they can be used together.
Contact
Tell us your situation
You don't need to have decided anything. We'll listen first, and only propose a plan if one is warranted.