Last updated: 1 May 2026
This policy covers how PsychFlo delivers, interprets, and supports the communication of workforce risk findings to client organisations. It sets out our approach to responsible disclosure of sensitive workforce intelligence.
PsychFlo produces Executive Workforce Reports containing team-level risk scores across burnout, attrition, and leadership friction dimensions. These reports carry real organisational weight — they may inform decisions about resource allocation, management changes, or employee support interventions.
This policy exists to ensure that findings are delivered, communicated, and acted upon responsibly — protecting both the organisation and its employees from harm caused by misinterpretation or misuse of the data.
A debrief is the structured communication of PsychFlo's findings to the relevant stakeholders within a client organisation. It is not a sales activity — it is a professional handover of sensitive intelligence.
We require all clients to adhere to the following principles when sharing or acting on PsychFlo findings within their organisation:
Findings are decision-support, not decisions
Risk scores indicate probability, not certainty. No employment action — including disciplinary action, role changes, or redundancy decisions — may be taken solely on the basis of a PsychFlo risk score. Human judgement and independent corroboration are always required.
Do not share individual team scores without proper context
If team-level scores are shared with managers, they must be accompanied by appropriate framing — specifically, that scores reflect team conditions, not individual performance, and that the data is a risk indicator, not a performance measure.
Employee communication
Clients are not required to share report findings with employees, but where they choose to do so, they must accurately represent what the data is and is not. Misrepresenting PsychFlo outputs as clinical assessments or performance evaluations is a breach of these terms.
Do not use findings to justify pre-existing decisions
Risk scores should inform new thinking — not be used post-hoc to justify decisions that were already made on other grounds. Retrofitting PsychFlo data to support a prior conclusion undermines both the science and the employee trust the tool is designed to protect.
Some reports may surface findings that carry heightened sensitivity — for example, very high burnout risk in a small team, or signals consistent with a serious wellbeing concern. In these cases:
PsychFlo is not a clinical service and cannot diagnose mental health conditions. If findings suggest a potential serious wellbeing concern, clients must involve qualified HR professionals, occupational health services, or Employee Assistance Programmes — and must not attempt to act on the findings directly as if they were clinical assessments.
All findings contained in Executive Reports are confidential. Clients agree not to share report content publicly, with competitor organisations, or in a form that could identify individual employees or teams without appropriate anonymisation.
PsychFlo staff who conduct or support debrief processes are bound by confidentiality obligations and do not discuss client-specific findings outside of the engagement context.
Questions about your report or this policy?
Email: info@psychflo.com
Subject: "Report Question — [your account email]" — we respond within 2 business days.