One place where your people find what works at work.
Build a catalogue of support your organisation has agreed to offer, and let employees request from it, so occupational health is kept for the cases that need it.
Book a 30-minute demo (opens in a new tab)The demo is a 30-minute video call with our founder, Matthew Punter. Describe a request your team has handled, with no names, and he will show you the record SATIEE would keep for it. If SATIEE is not a fit, he will say so.
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The conversation HR is left to manage
In many organisations, a reasonable adjustment request from a disabled or neurodivergent employee arrives as an email to a line manager or to HR, and each one starts from scratch. Someone has to work out what might help, whether the organisation can offer it and who should decide. While they do, the request waits, and a case sent to occupational health for advice waits longer still.
By the time anything changes, the employee can feel unsupported, and HR is managing a disagreement as well as the request. If the case reaches a tribunal, the employer then has to show what it decided and when.
Start from support your organisation has already agreed
SATIEE comes with a catalogue of 105 workplace adjustments, from noise cancelling headphones to regular breaks and a quiet space. HR keeps the ones your organisation agrees to offer, adds its own and chooses which departments see each one.
Employees then search the catalogue by condition or by workplace challenge, such as focus, time or sensory needs, and request what would help them. HR can also suggest an adjustment to a named employee, who decides whether to request it.
- Noise cancelling headphones
- Regular breaks
- Quiet space
- Visible timer
- Standing desk
- Speech to text tools
What happens to a request
Requested
The employee picks an adjustment, answers three short questions about what it would change, and chooses who sees the request and what it shares.
Decided
Their line manager or HR approves it, asks for more information, or declines it with a written reason.
In place
HR or the manager marks the adjustment as in place, and the conversation with the employee stays in one thread on the request.
Reviewed
HR sets a date to review the adjustment and records what was said at each check-in.
SATIEE dates each step and writes it to an audit trail that cannot be edited or deleted.
See which requests are waiting
The employee chooses whether a request goes to their line manager or to HR. HR sees every open request in one queue, and SATIEE flags the ones that have waited too long. If a line manager leaves a request unclaimed for five working days, it passes to HR, so it does not sit between the two. The employee gets an email each time the status changes, and can message whoever is deciding in the request’s own thread.
See the record SATIEE would keep for a request your team has handled
Bring one, with no names, to a 30-minute demo, and Matthew will show you each step SATIEE would record.
Keep occupational health for the cases that need it
Many requests are for everyday support, such as regular breaks or a quiet space. Once your organisation has agreed to offer that support, the employee's manager or HR can decide from the catalogue without starting from scratch. Occupational health's time and budget then go to the complex cases that need a specialist view.
NHS Employers (opens in a new tab) says in its guidance on workplace adjustments that “often, the cost of the adjustment is lower than the cost of the employer putting a request through an occupational health department. A general practitioner or occupational health referral can also delay the process significantly for the individual.”
What the record holds
Each request shows the date it was made, the date it was decided and the date the adjustment was put in place. SATIEE will not save a refusal without a written reason, and it writes every step to an audit trail that cannot be edited or deleted. HR can also download Equality Act, Public Sector Equality Duty and GDPR summary reports.
Who sees what
On each request, the employee decides whether to share anything about their condition. Their line manager sees only what they chose to share, while their condition record and HR’s private notes stay with HR. Your organisation can change what each of the five roles can do across 50 permissions, and these privacy rules stay locked.
How the data is protected
SATIEE keeps each organisation’s data in its own database schema, separate from every other employer’s, with a second layer of isolation behind it. It encrypts health and disability details with a dedicated key. Everyone who signs in with a password uses two-factor authentication, and organisations on Google Workspace can use single sign-on. SATIEE is hosted on Google Cloud in London and holds Cyber Essentials certification.
See how SATIEE would have handled your last adjustment request
The demo is a 30-minute video call with our founder, Matthew Punter. Describe a request your team has handled, with no names, and he will show you the record SATIEE would keep for it. If SATIEE is not a fit, he will say so.
Book a 30-minute demo (opens in a new tab)The price depends on your headcount and how you set SATIEE up, so we quote each organisation separately. Questions first? Read the FAQ.