Easy to access
Employees choose suitable appointment slots without disrupting the working day.
Corporate wellness · Private by design
Help your people recover. Give HR insight without exposing personal health data.
NUSBE combines guided AI robotic thermotherapy with a privacy-first corporate recovery programme. Employees see their own personal progress. Employers see anonymised participation, utilisation and workforce recovery trends.
Prefer to talk directly? WhatsApp the partnership team on 018-669 9469.
Employee opt-in
Personal results stay private
Employer reporting is anonymised
Wellness, not diagnosis
The workplace recovery gap
Long hours, repetitive work and training load show up in the body.
Desk-based teams commonly carry neck, shoulder and lower-back discomfort, while active employees may bring training fatigue into the working week. A corporate wellness benefit needs more than good intentions: it needs an easy employee journey, meaningful participation and reporting that helps HR decide what to improve or continue.
Easy to experience
Guided, controlled thermotherapy creates a consistent recovery experience supported by the NUSBE team.
Easy to evaluate
HR receives programme-level utilisation, feedback and anonymised recovery trends rather than vague participation claims.
Illustrative employer view
A workforce recovery overview without individual employee records.
This is what an HR administrator would open. Every figure below is invented sample data shown to explain the format.
Illustrative sample data
Aggregated and anonymised
No individual employee records shown
- 80sessions allocated
- 54sessions completed
- 68%utilisation
- 37unique participants
- 29%repeat participation
- 4.6/5average satisfaction
2.8before session
4.1after session
Average out of 5, self-reported by participants
Insufficient group size to protect participant privacy.
Department and location breakdowns stay hidden until a group is large enough that no individual can be identified from it. The threshold is configurable and is confirmed during privacy review.
What HR actually gets
Measure the group. Never the individual.
Most corporate wellness benefits fail on take-up, not on quality — and HR usually finds out too late because the provider reports nothing useful. These are the three questions the NUSBE dashboard answers every month.
Is the benefit actually being used?
Sessions allocated against sessions completed, unique participants, and repeat participation. A benefit with 30% utilisation and no repeat visits is telling you something long before renewal.
Utilisation · unique participants · repeat rate
Where is the strain sitting across the group?
Anonymised recovery focus areas by team. If a department skews to neck and shoulders you are probably looking at desk setup; if it skews to lower back and legs you are looking at standing or shift work. That is an operational signal you can act on.
Focus-area distribution · team-level trend
Is comfort moving in the right direction?
Aggregated self-reported comfort before and after sessions, tracked over the programme. Whether that shows up in your own absence, turnover or engagement numbers is a judgement only you can make against your own data — NUSBE does not claim it and does not measure it.
Self-reported comfort trend · satisfaction
We report participation, engagement and self-reported comfort, because those are what a wellness session can honestly evidence. We do not publish productivity, absenteeism or ROI figures, and you should be sceptical of any wellness provider who does.
Personal Data Protection Act 2010
Why the employer dashboard cannot show a named employee.
Health information is sensitive personal data under Malaysia’s PDPA, which sets a higher bar than ordinary contact details: it needs explicit consent, a stated purpose, and it may not be reused for something else later. An employer dashboard that named individuals would put your company in the position of processing your staff’s sensitive health data for an employment purpose they never agreed to. So the product does not offer it.
Explicit consent, separately given
Consent to receive a session is not consent to share anything with an employer. They are two different permissions and the second is never assumed.
Stated purpose, held to
Data is collected to deliver and improve the recovery programme. It is not repurposed for performance review, disciplinary process, insurance or hiring decisions.
Aggregation before disclosure
Employer reporting is generated from group totals. There is no screen, export or API in the employer view that returns a named person’s record.
Small groups suppressed
A department breakdown stays hidden until the group is large enough that no individual can be inferred from it. The threshold is set during privacy review.
Minimum data, limited retention
Only what the stated purpose needs, kept only as long as it needs to be, then deleted or anonymised.
Access and correction
Employees can ask what is held about them, correct it, withdraw consent for future processing, or request deletion where it applies.
This describes the design NUSBE builds to. A full PDPA and employment-law review is completed before any authenticated employee or employer dashboard goes live.
One programme · Two permission levels
Employees receive personal insight. Employers receive organisational insight.
Employee personal view
- Their own session history
- Selected recovery focus areas
- Their own pre-session and post-session self-reported comfort
- Their own surface-temperature response, when genuine data is captured
- Personal progress over multiple sessions
- Personal recovery guidance written in non-medical language
- Their consent and sharing controls
Personal information is visible to the employee and authorised NUSBE personnel who need it to deliver the service safely.
Employer programme view
- Sessions allocated versus completed
- Programme utilisation rate
- Number of unique participants
- Repeat participation rate
- Aggregated employee satisfaction
- Aggregated self-reported comfort trends
- Common recovery focus areas at team level
- Location and appointment-time demand
- Department-level trends only when the privacy threshold is met
Employer reports do not identify which employee selected a recovery area, reported discomfort, or recorded a particular session response.
What HR does not receive
- Named employee health or recovery records
- Medical history, diagnoses, medication, or clinical documents
- Raw biometric or temperature records linked to a named employee
- Employee health rankings
- Fit-for-work decisions
- Information for disciplinary or performance-management use
From pilot to ongoing programme
A simple employee experience with accountable reporting for HR.
- Programme scopingWe review your headcount, locations, intended participants, scheduling needs and reporting requirements.
- Employee invitationEligible employees receive a private invitation and choose whether to participate. Participation is voluntary.
- Suitability and consentEach participant completes a pre-session suitability check and provides the required consent before the first session.
- Guided NUSBE sessionThe employee attends a guided AI robotic thermotherapy session at the confirmed NUSBE location and selects the areas they want to focus on.
- Personal follow-upThe employee receives their own session summary and personal recovery view. The app presents information and progress; it does not remotely control the machine.
- Employer programme reportHR receives an anonymised report covering participation, utilisation, employee feedback and approved team-level recovery trends.
If the pilot demonstrates meaningful participation and fits the company’s objectives, it can be converted into a recurring monthly allocation.
Measurable without becoming medical
Report the programme. Protect the person.
Utilisation rate
Completed sessions as a percentage of allocated sessions.
Unique participants
Anonymised count of employees who used the programme.
Repeat participation
Percentage of participants who returned for another session.
Employee satisfaction
Aggregated post-session rating.
Self-reported comfort trend
Aggregated pre-session versus post-session response.
Common focus areas
Anonymised distribution of selected body areas.
Location and time demand
Booking patterns that help with future allocation.
Surface-temperature response
Optional, and only shown when the data is reliably captured, properly explained and aggregated.
NUSBE programme reporting is intended to evaluate participation and wellness engagement. It is not a medical report, diagnostic assessment, employee health certificate, or fitness-for-work evaluation.
Privacy by design
Useful insight without employee surveillance.
Employees opt in to the programme and retain control over their personal information. Their suitability answers, individual session results and personal progress are not automatically disclosed to their employer. HR receives anonymised, aggregated programme information designed to support benefit planning and programme evaluation.
Voluntary participation
Employees choose whether to join. Declining participation or declining individual information sharing must not affect employment, pay, promotion or access to the general programme.
Separate consent
Consent for NUSBE to deliver a session is separate from any optional consent to share selected information with an employer.
Minimum necessary data
Collect and display only the information required for the stated wellness and reporting purpose.
Aggregated reporting
Employer reports use group-level information and suppress small groups that may reveal an individual’s identity.
Controlled access
Role-based permissions, strong authentication, tenant separation and audit logs for all authenticated dashboards.
Purpose limitation
Employer reporting must not be repurposed for performance management, disciplinary action, dismissal, insurance underwriting or automated employment decisions.
Retention and deletion
Keep personal information only for the approved purpose and retention period, then securely delete or anonymise it.
Employee rights
A clear route for employees to access, correct, withdraw consent from future processing, and request deletion where applicable.
Wellness with clear boundaries
A guided recovery experience, not a medical diagnosis.
- Every participant completes the approved pre-session suitability screening before their first session.
- Participation is subject to the current NUSBE operating and safety SOP.
- Anyone with a relevant contraindication or red-flag symptom is advised to seek guidance from a qualified healthcare professional before participating.
- NUSBE does not diagnose, treat, cure or certify any medical condition. It is not a medical diagnosis or treatment.
- Session responses vary between individuals.
- NUSBE reports only outcomes it can genuinely measure.
Procurement and legal
The questions HR, privacy and procurement teams ask.
Can an employer see an individual employee’s health information?
No, not by default. The standard employer view contains anonymised participation, utilisation, feedback and approved team-level recovery trends. Individual session information remains private to the employee and authorised NUSBE personnel who need it to deliver the service.
What exactly does HR receive?
Programme-level reporting: allocated and completed sessions, utilisation, repeat participation, aggregated satisfaction, common recovery focus areas and other approved anonymised trends. HR does not receive a named employee health dashboard.
Can an employee choose to share information with HR?
A future employee-controlled sharing feature may allow a participant to share a limited, clearly selected summary for a specific purpose. It would require separate explicit consent and would never be automatic. This is not available today.
Is NUSBE a medical service?
No. NUSBE provides wellness and recovery support. It does not diagnose or treat medical conditions and does not replace care from a qualified healthcare professional.
Is employee participation compulsory?
No. Employees opt in themselves. Participation should not be made a condition of employment or tied to performance assessment.
Where do sessions take place?
Employees book their sessions at a confirmed NUSBE centre. We do not promise on-site delivery unless an on-site format has been operationally approved for that client.
How is employee data protected?
Data minimisation, role-based access, secure storage, consent records, retention controls, audit logging and anonymised employer reporting. Final controls depend on the approved programme and technical implementation.
What is the minimum team size?
Pilot programmes usually work best from approximately 20 participating employees, although smaller teams can be scoped individually. Department-level trend reporting may require a larger group to protect anonymity.
How is pricing structured?
Pricing is scoped according to headcount, session allocation, location, programme duration and reporting requirements. NUSBE provides an indicative proposal after the initial discussion.
Tell us about your team.
Share the basics and the NUSBE team will propose a practical pilot structure, indicative session allocation and suitable reporting scope.