EverRhythm for Work — Terms of Service

These Terms of Service ("Terms") govern your organisation's access to and use of the EverRhythm for Work platform. By signing an order form, registering for an account, or accessing the services, you agree to be bound by these Terms.

1. Service Overview

EverRhythm for Work provides organisations with tools to support employee wellbeing, manage leave and HR processes, and gather anonymised, aggregated insights regarding workforce health trends. The service consists of the administrative portal for employers and the mobile/web application for employees.

2. Data Processing Agreement Summary

Data-protection roles must be documented in the applicable customer agreement and data-processing terms for the actual deployment. An organisation will commonly determine purposes for its HR/organisational processing, while private employee wellbeing processing may involve a different role allocation. These Terms do not by themselves settle controller, joint-controller or processor status for every data flow.

3. Employer Responsibilities

As an employer utilizing EverRhythm for Work, you must adhere to strict ethical and legal standards:

• You must not compel or mandate employees to share private wellbeing data.
• Use of the platform must remain strictly voluntary for wellbeing tracking purposes.
• You must respect employee privacy boundaries and not attempt to de-anonymize aggregated reports.
• You are responsible for ensuring that your use of the platform complies with your local employment laws.

4. Employee Data Privacy

A core EverRhythm design boundary is that an employment relationship does not itself grant an employer access to an employee's private health record:

• Private health data, mood logs and journals are not made available merely because the user is linked to an employer.
• Any organisational wellbeing reporting must use an expressly authorised, privacy-preserving route and must not silently expose an individual's private Personal record.
• Aggregation, anonymisation and minimum-group controls must match the implemented and tested reporting route; a numerical threshold alone is not a guarantee that data is legally anonymous.

5. Service Level Agreements (SLA)

Any uptime commitment, maintenance notice period, support level or service-credit regime applies only where it is expressly stated in the customer's executed Order Form or other applicable agreement. This public page does not create an unverified platform-wide SLA.

6. Acceptable Use Policy

You agree not to use EverRhythm for Work to:

• Upload malicious code or attempt to breach our security systems.
• Use the platform for any illegal, discriminatory, or retaliatory HR practices.
• Reverse engineer, decompile, or extract the source code of the platform.
• Resell or sublicense the platform without explicit written authorization.

7. Intellectual Property

EverRhythm retains all intellectual property rights to the platform, including its software, designs, algorithms, and aggregated benchmarking models. You retain all rights to the organisational data you input into the system.

8. Confidentiality

Both parties agree to hold each other's confidential information in strict confidence and use it solely for the purposes of executing this agreement. This includes pricing details, technical specifications, and proprietary business processes.

9. Limitation of Liability

Liability allocation, exclusions and any financial cap must be set out in the executed customer agreement and are subject to liabilities that applicable law does not permit a party to exclude or limit. This page does not create a universal liability cap for every Work customer or deployment.

10. Termination & Data Export

Termination rights, notice periods, export windows, retention and deletion obligations are governed by the executed customer agreement, data-processing terms and applicable law. Ending an employer relationship must not silently transfer employer authority over a user's private Personal data; any continued Personal service must have its own valid user relationship and privacy basis.

11. Governing Law

The governing law and jurisdiction for a Work customer must be stated in the executed customer agreement. Where England and Wales is selected, the agreement should use legally reviewed jurisdiction wording and preserve any mandatory rights or forums that cannot lawfully be displaced.