The five questions
every benefits leader asks.

We've had a lot of first conversations with HR and benefits leaders at this point, and almost every one of them, regardless of company size, asks some version of the same five questions. Here they are, answered honestly.

"Does this cost us anything?"

Not necessarily. Juta can be offered as a voluntary benefit, where employees opt in and pay directly, with zero cost to the company. It can also be subsidized fully or partially, or made eligible under an existing wellness stipend or lifestyle spending account. You choose the model that fits your budget, not the other way around.

"How much administrative work is this for our team?"

Very little. There's no new app for your HR team to manage, no dashboard to maintain, and enrollment can run through the same channels you already use for other voluntary benefits. This was a deliberate design choice, not an afterthought.

"Is this just an EAP with a different name?"

No, and this is the one worth sitting with. An EAP is built for crisis: a hotline, a handful of counseling sessions, a resource for when something goes wrong. Juta addresses the ordinary day, the low-grade worry that never reaches crisis level but sits in the back of an employee's mind for years. Different problem, different tool.

"How do we know employees will actually use it?"

Because it asks nothing new of the person receiving the texts. There's no app to download and no login for an aging parent to remember. It works on any phone that can receive a text message, which is the single biggest reason families who try it tend to stick with it.

"Can we pilot this with a small group first?"

Yes, and honestly, we'd recommend it. Most of our employer partnerships start with a small pilot group before expanding company-wide. It's the lowest-risk way to see real usage and real feedback before making a bigger commitment.

If you're weighing this for your own team, here's what a Juta employer program actually looks like.