How Is a Workplace Wellbeing Audit Priced?

A workplace wellbeing and culture audit with Frven Lim is priced by scoped quotation, not a published per-person tariff. Agree the objectives, teams, locations, review period, evidence, reporting and review work before commissioning. The audit is available online worldwide. Ongoing Culture Transformation consultancy is a separate offer, starting from £2,500 per quarter with its own agreed scope; that is not the audit's starting price.

The aim of a pricing conversation is to define a piece of work that can support a real decision. A questionnaire alone and a review that combines employee experience with organisational evidence should not be compared as though they deliver the same thing. This guide explains what to ask when commissioning Frven's wellbeing and culture audit.

What information is needed to scope an audit?

Begin with the decision you need to make. For example, leaders may need to understand workload pressures, differing experiences across teams or which changes deserve attention first. These are possible questions for a brief, not findings that should be assumed before evidence is collected.

• Objectives: the questions and decisions the audit should support.
• Coverage: which teams and locations are included, and the period under review.
• Existing evidence: relevant operational data and previous employee feedback, where appropriate and available.
• Collection: what further information is necessary and how it will be gathered.
• Outputs: the report, review meeting and any additional follow-up you want included.

Explain constraints early: timing, data availability, decision-makers and the organisation's capacity to act. Do not collect sensitive information simply to make the exercise appear comprehensive. The proposal should define a proportionate scope rather than promising that every possible issue will be examined.

What should the proposal include?

Proposal item	Question for the buyer
Scope and method	Which questions, teams, locations and evidence are included—and which are excluded?
Collection and privacy	What are employees told, and who can access individual or aggregate results?
Analysis	How will employee experience be interpreted alongside operational context?
Reporting and review	Are the report and review meeting included, and how will limitations be explained?
Recommendations	How will priorities, potential action owners and review dates be discussed?
Commercial terms	What is the fee, what assumptions does it depend on, and what needs a separate agreement?

Ask for exclusions as well as inclusions. Additional collection, a different set of locations or extended implementation support should not be assumed to fall within an initial audit quotation. Agree any change to scope and fees before the extra work begins.

Why must confidentiality be agreed before collection?

Anonymous, confidential and named responses are different arrangements. Decide what participants will be told, who receives results, how small-group identification risks will be managed, how long information is kept and whether follow-up is voluntary. A report should not disclose named answers collected under a promise of anonymity.

These decisions are part of responsible scoping, not optional wording added after a questionnaire has gone out. Seek qualified data-protection advice where sensitive information is involved. Confidentiality should not be treated as a guarantee that every proposed data collection is appropriate.

Is an audit the same as culture consultancy?

No. An audit examines an agreed brief and identifies findings and priorities. Ongoing consultancy supports a separately agreed programme of organisational work. The published consultancy starting fee of £2,500 per quarter does not establish the audit fee or an unlimited allowance of consultancy hours.

If you want both assessment and subsequent support, ask for each part to be identified in the proposal. Compare the outputs, responsibilities and commitment—not just the total.

Does an audit certify compliance or guarantee savings?

No. Frven's Hope/Hunger approach is a proprietary reflection framework, not clinical diagnosis or a substitute for a formal stress risk assessment. A score does not establish a cause of absence, turnover or profitability, and the service does not guarantee retention or financial returns.

The HSE Management Standards provide an independent reference for work-related stress discussions. Read audit versus engagement survey and what HR should measure first to prepare the evidence brief.

How do I request a useful quotation?

Bring a short description of the decision, the teams and locations involved, the review period, available evidence and the person who can sponsor action. Discuss a scoped audit with Frven, and compare company services and fees before deciding whether you need an audit, a workshop or ongoing consultancy.