For Employers
A benefit that does not vanish when they leave.
Support that follows her, and reporting that never identifies her.
Every women's health benefit you have bought so far stops working the day an employee changes job, including for the ones who stay.
The problem
Continuity should outlast the benefit year.
The 2026 NSI National Health Care Retention and RN Staffing Report estimates the average cost of turnover for one bedside registered nurse at $60,090. For an average hospital, each one percentage point change in RN turnover represents approximately $295,000 a year.
Employment changes, care relationships move and benefit contracts renew. Shiora separates the individual's longitudinal record from employer reporting, so the employee can keep her context while the employer receives only approved population-level output within a defined privacy boundary.
Source: NSI National Health Care Retention and RN Staffing Report, 2026.
What Shiora provides
Continuity for members. Privacy boundaries for employers.
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Member continuity
Every enrolled employee gets a record designed around her rather than the benefit year. Relevant context can remain useful when she moves teams, changes employer or leaves the sector.
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Aggregate reporting boundary
Employer-facing analysis is designed for privacy-protected population reporting. It does not provide access to an individual's record or turn personal health information into an employment profile.
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Governed program planning
Purpose, approved use, minimum-cohort controls, relevant limitations and audit history provide a more accountable basis for benefits planning.
How it works
One member experience. A separate employer view.
Agree the boundary
Define the eligible population, communication plan, approved reporting purpose, minimum cohort and accountable benefits owners.
Employees choose
Participation is based on the individual's own enrolment and consent. It is not represented to the employer at an individual level.
The record stays with her
Each participant uses the relevant programs and retains the longitudinal record when employment circumstances change.
Reporting remains aggregate
The employer receives only the reporting defined in the approved scope, subject to cohort and output controls.
Each use remains reviewable
Purpose, scope, duration and reporting conditions are documented for governance and audit review.
The reporting boundary
What you see. What you never see.
You see
Approved participation and program patterns at an aggregate level, above the configured cohort threshold, with relevant limitations and movement over the agreed reporting period.
You never see
An individual's record, individual participation, a clinical description attached to a name or an output outside the approved population and purpose.
Requirements
A clear channel, accountable owners and an agreed purpose.
Scoping begins with a workforce communication route, a named benefits owner, privacy and security review, the population in scope and the reporting question. The integration approach is then assessed against the minimum information required.
Keeping individual health records separate from employment systems is a core privacy boundary. Any exchange needed for eligibility or reporting must be explicitly assessed rather than assumed.
Engagement model
Begin with a defined population and reporting cycle.
An employer engagement is scoped around workforce size, the approved reporting purpose and the governance work required. A first engagement can focus on a defined population and one reporting cycle before any extension is considered.
The individual record is presented as free to the employee. Commercial terms cover the institutional engagement and are determined during scoping rather than through per-person access to health records.
The difference
Aggregate insight without individual visibility.
Workforce planning should help employers understand population needs without turning personal health information into an employment record.
Employer FAQ
The questions benefits and privacy teams ask first.
Continuity for employees depends on a strict institutional boundary.
Can we see which employees are using Shiora?
No. Employer-facing reporting is designed so individual participation and individual records are not available to the employer.
What happens when an employee leaves?
Her longitudinal record remains organised around her. It is not designed to end with the employment relationship.
Is Shiora a clinical service or insurance benefit?
Shiora provides health information and, where implemented, clinical classification. It does not replace clinical care, insurance coverage or an employee assistance program.
How are small cohorts handled?
Cohort and output controls are defined for the approved reporting use so groups that create inappropriate identity risk are not reported.
Do we need to integrate with our HR system?
The first step is to assess whether any integration is necessary. The design avoids using more employment data than the approved purpose requires.
What if an employee does not participate?
Participation is based on the individual's own choice and consent. The employer view is not intended to reveal that individual decision.
How does this work with existing benefits?
Shiora can sit alongside coverage, wellbeing and clinical services. The engagement scope should define how employees are directed to appropriate care.
What data-protection work is required?
The roles, legal basis, reporting purpose, security controls and contractual responsibilities are defined for the proposed deployment and jurisdiction.
Can the same model operate in several countries?
Potential deployment requires a separate assessment for each jurisdiction, including privacy, residency and employment-law considerations.
How does a first engagement begin?
Begin with a defined employee population, communication plan, reporting question, accountable owners and the required privacy and security review.
Next step