Two ways to address a risk your organisation already carries.
Ask Yawn works in stages. Start with Due Diligence to know what you're dealing with. Then choose the level of support that matches your budget, your cohort, and your appetite.
STEP ONE
Start with what your data is already telling you.
This is not a commitment to change. It's a commitment to knowing.
Due Diligence is a structured risk discovery engagement. We work alongside your HR team to interrogate data you already have - surfacing early signal of whether parental load is showing up as meaningful workforce risk in your organisation.
No solution. No Ask Yawn access. Just clarity.
We bring proxy data, industry benchmarks, and a cost-of-inaction framework calibrated to your headcount, wages, and turnover rates. Together, we work through a structured lens to make sense of what your numbers are already showing.
At the end, you receive an impact snapshot: what's material, what isn't, and where to look next. You'll know whether this risk is real in your organisation - or not. Either answer is useful.
What you get:
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A structured due diligence process run with your HR team
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Proxy data and benchmarks to contextualise what you're seeing
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A cost-of-inaction estimate built on your own numbers
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A light impact snapshot: what's material, what's not, and where to focus
Safe, reversible, and entirely confidential. Due Diligence is credited against any subsequent Ask Yawn Enterprise engagement.
"You'll know whether this risk is real in your organisation - or not.
Either answer is useful."
STEP TWO
Ask Yawn Enterprise
For organisations ready to act.
If Due Diligence surfaces meaningful risk - or if you already know it's there - Ask Yawn Enterprise is how you address it.
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This is not a wellbeing perk, a coaching program, or an EAP. It is a parental performance support system: a bounded, governance-grade intervention that stabilises capacity and confidence during the years your people are most at risk.
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Ask Yawn Enterprise comes in two tiers. Both include the core support system. The difference is depth - how much we interpret, adapt, and formalise what we're seeing alongside you.
CORE
Active stabilisation for your parental cohort.
Structured support. Early signal. No operational drag.
Core is the entry point to active intervention. We onboard your affected cohort, establish a reliable baseline, and begin generating early signal within weeks.
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Employees with children aged 0–5 receive always-on, non-clinical support - structured around the moments parental pressure most commonly disrupts performance: expecting, parental leave, return to work, and the ongoing early years.
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Your HR team receives aggregated, anonymised reporting without any individual data or manager dependency.
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What employees receive:
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Always-available, on-demand support via the Ask Yawn app
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Live onboarding and personalised sleep plans from day one
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Access to parenting experts, courses, live Q&As
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Targeted support for the presenting problem
What HR receives:
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Baseline pulse and follow-up sentiment capture
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Aggregated, anonymised reporting on emerging patterns
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Early signal on burnout risk, capacity, and confidence
What Core does:
Confirms whether parental load is material or marginal. Reduces uncertainty. Gives HR structured insight they can work with - without creating new operational burden.
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12-week pilot, transitioning to annual coverage.
Due Diligence credited on engagement.
PREMIUM
Decision-grade confidence. Executive-ready signal.
White glove. Bespoke. Built around what your data is showing.
Premium is the full Ask Yawn Enterprise experience. We don't just generate signal - we interpret it, adapt to it, and turn what we're seeing into decisions your leadership can stand behind.
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Everything in Core is included. Premium goes further.
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We actively adapt support as patterns emerge - targeting highest-risk cohorts and lifecycle moments in real time.
We work directly alongside your HR team to interpret data, not just hand it over. And we deliver an Executive Playback session with a clear, board-ready narrative: what matters, what doesn't, and where investment will and won't move the dial.
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Premium includes a mandatory calibration phase at the start to ensure everything we measure from day one is decision-grade - not directional, not illustrative, but defensible.
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What's different at Premium:
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Active adaptation based on emerging cohort patterns
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Bespoke targeting of highest-risk lifecycle moments (e.g. return-to-work spikes, sleep disruption clusters, partner-on-leave cohorts)
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Joint interpretation with your HR team — not just reporting
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Executive Playback session with a board-ready narrative
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Clear guidance on what to formalise, what to exclude, and where to invest time next
THE PREMIUM GUARANTEE
If directional improvement is not seen in at least two agreed leading indicators - such as burnout and exhaustion levels, retention risk signals, or confidence and capacity proxies - we extend the measurement period at no cost.
What Premium does:
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Turns signal into decision-grade insight.
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Identifies where risk is concentrated and why.
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Delivers a narrative your leadership team can own - and shares accountability for what comes next.
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12-week pilot (includes calibration phase), transitioning to annual coverage. Due Diligence credited on engagement.
Not sure which tier is right for you?
Most organisations start with Due Diligence. It's the lowest-commitment way to find out whether this risk is real - and the fastest path to knowing what level of response makes sense.
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If you already know it's a problem, we can go straight to the conversation about Core or Premium.
Either way, the first step is the same.