Physical and Metabolic Health
Physical energy, movement, nutrition, and daily fatigue levels across the working day.
Our approach
Wellbeing, measured. Improved.
We independently measure employee wellbeing across seven pillars, turn the findings into practical priorities, and work through a focused year of improvement before measuring again.
“The survey measures how your employees experience wellbeing. The audit measures what your organisation has actually built. The gap between the two is the story.”The core principle behind our approach
Our Framework
What our approach measures
Employee Survey
Measures how your employees experience wellbeing across the seven pillars.
Organisational Audit
Measures what your organisation has actually built, funded and made reachable in practice.
The AFIA Framework
The Seven Pillars Of Wellbeing
A complete framework designed to understand workplace wellbeing across physical, mental, emotional and organisational factors.
Mental Health and Stress
Pressure, sleep, recovery, and whether support can actually be reached.
Psychological Wellbeing
Meaning, engagement, calm and a sense of accomplishment at work.
Financial Wellness
Day to day control, understanding company health perks, and money worries at work.
Work, Culture and Leadership
Workload, flexibility, manager capability, recognition and leadership practice.
Connection and Belonging
Respect, inclusion, trusted relationships and isolation at work.
Recovery, Prevention and Longevity
How often staff get health checkups, physical rest, and whether time off actually restores them.
Our approach
How We Can Help You
We take a clear, structured approach to understanding your needs, identifying opportunities, and creating a practical roadmap for moving forward.
01
Measure
A confidential survey, leadership interviews and a benefits inventory.
02
Interpret
Where employee experience and what you have built do not line up.
03
Roadmap
A prioritised list, with an owner in your business against each item.
Engagement Models
Three ways to engage
No prices published here almost no consultancy publishes B2B pricing. Every engagement past the free self check is a custom proposal.
The Baseline
6 weeksWe measure. You implement.
Two Pillars
4 monthsWe measure. We fix your two worst-scoring pillars with you.
The Full Year
12 monthsWe measure, fix across the year, and measure again.
What the Full Year contains
| When | What happens | What you receive |
|---|---|---|
| Month 0 | Survey, leadership interviews, benefits inventory, focus groups, site visit | Baseline report pillar scores, Index, risk register, 90-day roadmap |
| Months 1–5 | One pillar per month, worst first | A one-page progress note each month |
| Month 6 | The short survey again | Progress report what moved, what did not |
| Months 7–11 | Remaining pillars, champions network, manager training, Ramadan-aware calendar | Monthly notes |
| Month 12 | Full re-audit | Annual report year-on-year Index movement |
The Team
Who runs it
Qaiser Khan Founder
Certified Corporate Wellness Specialist, the credential of the Corporate Health and Wellness Association, with continuing education required annually.
A professional qualification in workplace wellbeing programme design. Not a medical or psychological licence, and not a UAE healthcare licence.
Support
Frequently asked
questions
Afia Advisory measures employee wellbeing across seven
pillars: physical and metabolic health, mental health and
stress, psychological wellbeing, financial wellness, work
culture and leadership, connection and belonging, and
recovery, prevention and longevity.
The employee survey measures how people actually experience
wellbeing at work. The organisational audit looks at what
the organisation has built, funded and made reachable in
practice. Comparing the two reveals where employee
experience and organisational provision do not line up.
We begin with a confidential employee survey, leadership
interviews and a benefits inventory. The findings are
interpreted across the seven pillars and turned into a
prioritised roadmap, with clear ownership for the actions
your organisation chooses to take.
You receive a clear view of your seven pillar scores,
the overall wellbeing picture, areas of risk and the
priorities that matter most. Depending on the engagement,
this can include a baseline report, progress reports,
monthly notes and an annual report showing year-on-year
movement.
There are several ways to engage. The Baseline is a
six-week measurement and assessment. Two Pillars is a
four-month engagement focused on your two lowest-scoring
pillars. The Full Year runs for twelve months, allowing
the organisation to measure, improve and measure again.
No. Afia Advisory provides independent workforce wellbeing
measurement and programme design. The professional
qualification behind the service is in workplace wellbeing
programme design; it is not a medical or psychological
licence and is not a UAE healthcare licence.
The findings become a practical action plan rather than
simply a report. We prioritise the areas where the gap is
greatest, identify ownership within the business and,
where appropriate, support the organisation through the
improvement period before measuring again.
Start with a measured view of workplace wellbeing
Understand the gap between what people experience and what your organisation has built.