“Will my employer know it’s me?”
Only if you want them to. You have full control.
🛡 You Choose Your Disclosure Level
When you submit a concern, you select how much identifying information to share. You can choose Standard Confidentiality (your identity is protected) or Full Disclosure (you consent to sharing your name). You can change this at any time during the process.
🔒 Your Employer Sees Only What You Approve
Before your concern is sent to the employer, you’ll see a preview of exactly what they’ll receive. The employer gets a structured summary of the concern, not your raw submission. Your personal contact details are never shared without your explicit consent.
⚖ Confidentiality Framework
Pre-launch (current state). Platform Communications, including waitlist signup data and any pre-launch correspondence, are contractually confidential between you and Wiser Workplace under Section 7 of our Terms of Service. Each party agrees not to reference or use Platform Communications in any later proceeding, subject to narrow exceptions in Section 7.4 (consulting your own attorney, responding to lawful legal process, and filing with or testifying before government agencies). Pre-launch communications are also covered by the California Evidence Code § 1152 compromise-negotiation framework recited in Section 7.7 of our Terms.
At launch (Q3 2026). When mediator-guided resolution goes live and a credentialed independent California mediator is engaged, communications occurring within the mediation are additionally protected under the California Mediation Confidentiality Statutes (California's mediation confidentiality framework). Mediation communications under that framework are generally inadmissible in subsequent proceedings, subject to the statutory exceptions in § 1119(c) and (d). The platform itself is the technology that introduces parties to the mediator; the mediator conducts the substantive mediation.
Cal. Evid. Code § 1152 (pre-launch); California's mediation confidentiality framework (at-launch)
“What if my employer retaliates?”
Retaliation is illegal. And we’ve built extra protections into the platform.
🚫 Retaliation Is Illegal
Retaliation for raising a workplace concern is prohibited under California and federal law. This includes termination, demotion, pay cuts, schedule changes, harassment, or any other adverse action taken because you submitted a concern. California has some of the strongest anti-retaliation laws in the country, and if your employer retaliates, you have legal remedies available under multiple statutes.
California Labor Code § 1102.5 (whistleblower protection) • Government Code § 12940(h) (FEHA anti-retaliation) • Title VII of the Civil Rights Act of 1964
📋 Documented Trail
Every action on the platform is timestamped and logged. If retaliation occurs after you submit a concern, the platform’s records create a clear timeline establishing when the employer learned of your concern and when any adverse action was taken. This documentation can be critical evidence if you ever need to prove a connection between your complaint and your employer’s response.
How Wiser Workplace Adds to Your Options
Traditional Options
- Internal HR processes may not feel neutral to you
- Internal complaints can become discoverable in litigation
- Traditional legal options vary in cost, including hourly representation that can require $5,000 to $15,000 or more upfront, contingency-fee arrangements with no upfront cost (common for plaintiff-side California employment matters), and hybrid or limited-scope models
- Litigation takes 1 - 3 years and involves public court filings
- Government agency processes can take 12 - 18 months or longer
With Wiser Workplace
- Neutral platform independent of both you and your employer
- Platform Communications are contractually confidential under Section 7 of our Terms of Service; each party agrees not to use them in later proceedings, subject to limited exceptions
- Structured response window the employer agrees to at subscription
- Retaliation is illegal under California and federal law
- Employer must accept Terms of Service (including confidentiality) before seeing any details
- At launch (Q3 2026), employees use the platform without a subscription
- Designed to resolve in weeks, not years
What Happens After You Submit
Timeline
You Tell Us What Happened (Day 1)
Your submission is encrypted and stored securely. You choose your disclosure level. Only you can see your full submission at this point.
We Review & Prepare (Days 1-2)
Our team reviews the submission for completeness and prepares a structured summary for the employer. We never alter your account of what happened.
Employer Notified (Day 3)
The employer receives a confidential summary. They must accept the Terms of Service, including the confidentiality provisions, before seeing any details.
Resolution Process Begins
The platform provides a confidential message channel between you and the employer. All Platform Communications are contractually confidential under Section 7 of our Terms of Service, and each party agrees not to use them in later proceedings, subject to limited exceptions. Pre-launch, no mediation has commenced through the platform; statutory mediation confidentiality under California's mediation confidentiality framework does not yet attach. At launch in Q3 2026, mediator-guided resolution will additionally invoke that framework.
If the Employer Does Not Engage
If your employer does not engage within the structured response window, we notify you and provide all your case documentation so you can explore other options.
Resolution or Next Steps
If both sides engage, most concerns resolve within weeks. You are encouraged to have any proposed agreement reviewed by your own legal counsel before signing. If the process doesn’t resolve your concern, the case closes unresolved; Platform Communications remain contractually confidential under Section 7 and cannot be used by either side in a later proceeding, subject to the exceptions described above.
“Mediation communications are generally inadmissible in noncriminal proceedings and cannot be compelled. That’s California law.”
Contractual confidentiality under Section 7 of our Terms of Service, with limited contractual exceptions.
“What about my data?”
We store the minimum necessary and delete it when we’re done.
🗄 Clear Retention & Deletion
Active case data is retained while your case is open. After a case is resolved or closed, personally identifiable information is anonymized within 90 days. Non-identifying metadata (such as case category and resolution type) may be retained. You can request deletion at any time. We respond within 30 days and will confirm in writing that your data has been handled.
🔐 How We Secure Your Information
All data is encrypted in transit and at rest. We process sensitive data on our servers, not in your browser. We use industry-standard hosting providers and payment processors that maintain their own security certifications. Your data is encrypted in transit and at rest. Access to case data is limited to authorized personnel only.
💰 How We Make Money (Not From You)
At launch in Q3 2026, employees use Wiser Workplace without a subscription. Subscribing employers cover the platform cost. We never sell your data. We never show you ads. Our revenue at launch comes from employer subscriptions only.
Common Questions
Is this really free?
At launch in Q3 2026, employees use the platform without a subscription. Subscribing employers cover the platform cost. We designed it this way because the employee should not have to pay to raise a workplace concern.
Is Wiser Workplace on the employer’s side?
No. We are a neutral resolution platform. We don’t advocate for either side. We don’t evaluate whether your complaint has merit. Our role is to facilitate communication and help both sides reach a resolution. If we favored one side, the other would stop using the platform. Neutrality is what makes the process work.
Can my employer see my full submission?
No. Your employer receives a structured summary, not your raw submission. You control what identifying information is included. You’ll see a preview of exactly what the employer will receive before anything is sent.
What if I need a lawyer?
If your concern can’t be resolved on the platform, nothing you said on the platform can be used by either side in any later legal proceeding — that's the contractual confidentiality commitment in Section 7 of our Terms of Service (subject to narrow exceptions for your own attorney, lawful legal process, and government-agency filings). If you and the employer reach a written agreement, that agreement is a contract between you — have your own attorney review it before signing. We’ll provide you with all your case documentation.
What if my employer ignores the complaint?
If the employer does not respond within the structured response window, we notify you and provide all your case documentation and resources. We do not leave you hanging.
Can I withdraw my complaint?
Yes. You can withdraw at any time through the platform. We have a simple withdrawal form, and your data will be handled according to our retention policy (or you can request immediate deletion).
How is this different from hiring an attorney or going to court?
Litigation is adversarial, expensive, and public. Wiser Workplace is a private, contractually confidential channel designed to help you and your employer engage early without a courtroom. The platform's response framework is structured at the front of the engagement, with timing agreed by the employer at subscription. Mediator-guided resolution at Q3 2026 launch operates within California's mediation confidentiality framework confidentiality. Actual timing in any specific matter depends on the parties and the concern. If the platform channel doesn’t resolve your concern, you can still pursue other options. Using the platform does not pause any legal deadline, and Platform Communications are subject to the contractual confidentiality and statutory carveouts in Section 7 of the Terms — which expressly preserve your right to file with government agencies (EEOC, CRD, DLSE, NLRB, OSHA), to disclose FEHA-protected unlawful acts under Cal. Gov. Code § 12964.5 (Silenced No More Act), to disclose factual information about sexual assault or sexual harassment under CCP § 1001, to engage in NLRA Section 7 concerted activity, and to make any whistleblower disclosure protected by federal or state law.