Continuous labor-risk prevention
Prevention before the problem becomes a case.
Every month, IP asks your team over WhatsApp — one-tap answers, in under a minute — and turns each report into signals, KPIs and auditable records so HR can fix the root cause.
1 tap
per question, no typing
9 topics
working hours, harassment, PPE…
SHA‑256
chained record
Preventive dashboard · Oct/2026
liveResponse rate
86%
Open signals
Critical
2
Average fix time
4.6 days
IP is built for Brazilian labor rules: CLT working-time and pay rules, NR-1 occupational risk management, Law 14.457 reporting channel and LGPD. It serves employers in Brazil. This page is in English; the platform itself (dashboard, employee check-ins) is in Portuguese.
The reality today
The problem starts small. And is found late.
Time clocks and payroll show the official picture. Reporting hotlines only hear once the conflict has already blown up. What happens in between only surfaces in a labor lawsuit.
With IP
The company asks first.
- Active, regular listening. Simple questions every month, straight on the employee's WhatsApp.
- Signal, not guesswork. Every risky answer becomes a signal with an explained reason and a deadline.
- Cross-check with time clock and payroll. Report × record × payment: the mismatch shows up on its own.
- Proof of good faith. Everything logged with date, time and a chained hash — ready for legal.
How it works
Simple for the employee. Smart for the company.
Question
A friendly, periodic message on each employee's WhatsApp.
Answer
One tap per question: yes, no or a choice. No typing.
Record
Date, time and content stored in a SHA-256 chain with a receipt.
Analysis
Explainable rules: recurrence, pattern by department and mismatch with payroll.
Alert
Signal ranked by severity, with a deadline and an owner in HR.
Follow-up
The employee confirms the fix. The history closes the loop.
Smart reconciliation
Report + time clock + payroll reveal mismatches.
Import the month's time-clock and payroll data (spreadsheet or CSV). IP cross-checks it with what the employee answered and separates the two risks that most often end in a ruling against the employer:
- Reported but not on the time clock — work the record does not show (high severity).
- Recorded but not paid — the company's own system proves the debt (critical).
- Estimate of the exposed amount per signal, to prioritize what to fix first.
Time-clock system
12h
overtime hours
Payroll
12h
overtime hours
Luciana · HR
7 days
Being fixed
Platform features
Everything HR needs to act before the conflict.
WhatsApp check-in
Buttons and lists inside the chat (official API) or a one-tap link. No app to install.
KPIs and heat map
Prevention index, response rate, signals by topic and department, fix time and trend.
Time clock × payroll reconciliation
Import time-clock and payroll CSVs; mismatches become signals with an estimated exposed amount.
Collective signals
3+ people in the same department on the same topic = a process or leadership pattern, not an isolated case.
Recurrence
The same topic the next month raises severity automatically.
Handling workflow
New → analysis → fix → resolved, with an owner, a deadline (SLA) and logged actions.
Employee confirmation
When resolved, IP asks the employee whether it was fixed. 'No' reopens the signal.
Anonymous channel (Law 14.457)
Report with a protocol number and password, confidential conversation with HR, author not identified.
NR-1 psychosocial pulse
7 anonymous factors aggregated by department, with at least 5 answers per group.
Chained record
Each fact generates a SHA-256 hash linked to the previous one. Any change breaks the chain.
Legal dossier
Timeline per employee with receipts, ready to print or save as PDF.
Public verification
The employee gets a receipt; anyone can check its authenticity at /en/verify.
Tracked history
Isolated facts become an organized story.
Not to punish: to identify and fix while there is still time. In a possible claim, the timeline shows the company's good faith.
Listen
Identify
Fix
Document
AUG/2026
Employee confirms correct payment.
sha256 · 7c1e9a…41b2
SEP/2026
Report of about 8 overtime hours off the time clock.
sha256 · a04f3d…9e07
SEP/2026
HR reviews, fixes the cause and pays the hours.
sha256 · 5be812…c3aa
OCT/2026
Employee confirms: resolved.
sha256 · e91d07…22f6
Groups with fewer than 5 answers are not shown — nobody can be identified.
NR-1 · psychosocial risks
The risk inventory fed by the team itself.
NR-1, Brazil's occupational safety standard, now requires Occupational Risk Management to include psychosocial factors. Along with the check-in, IP collects an anonymous 7-factor pulse and delivers the map by department to feed the PGR (risk management program) — with a month-by-month history.
A new layer
Time clock and payroll record. IP listens.
| Capability | Reporting hotline | Climate survey | IP |
|---|---|---|---|
| Actively listens to employees every month | — | — | |
| One-tap WhatsApp answers | — | — | |
| Cross-checks reports with time clock and payroll | — | — | |
| Detects patterns by department and recurrence | — | ||
| Anonymous channel with protocol number | — | ||
| Employee confirms the fix | — | — | |
| Chained, verifiable record | — | — |
Plans
SaaS by number of employees.
All features in every tier. 14 days free, no card. Official WhatsApp messages included in the plan. Prices in Brazilian reais (R$).
1 to 10
employees
R$249.00
per month
11 to 50
employees
R$399.00
per month
51 to 100
employees
R$549.00
per month
101 to 200
employees
R$799.00
per month
201 to 500
employees
R$1,199.00
per month
501 to 1,000
employees
R$1,799.00
per month
1,001 to 5,000
employees
R$3,499.00
per month
Over 5,000
employees
On request
Launch prices. 6-month pilot program for selected companies, with assisted time-clock and payroll integration.
Frequently asked questions
Do employees need to install an app?+
No. The conversation happens in WhatsApp itself, with buttons. Anyone who prefers gets a link that opens in the phone's browser.
Won't this create evidence against the company?+
The goal is to find and fix problems early. What leads to a ruling against the employer is the problem left unfixed; a record that the company asked, investigated and corrected shows good faith and diligence. Whether to use it in a lawsuit is always decided by the company's legal team.
Are the answers anonymous?+
The monthly check-in is identified, because HR needs to fix the specific case. The psychosocial pulse and the reporting channel are anonymous, and groups with fewer than 5 answers are not shown.
What about LGPD (Brazil's data protection law)?+
Legal basis of compliance with a legal obligation and legitimate interest, notice to the employee in the first message, data separated per company, role-based access and deletion at the end of the contract.
Does it integrate with my time clock and payroll?+
Today through CSV/spreadsheet import (any system can export). Direct integrations with the most used time-clock and payroll systems are on the pilot program roadmap.
Does the platform decide whether there was a violation?+
No. It flags mismatches and patterns with the reason explained. HR and the legal team investigate and conclude.
Can I use it outside Brazil?+
IP is designed for employers in Brazil: the rules, questions and reports follow Brazilian labor law (CLT, NR-1). The platform screens are in Portuguese.