For employers
Your South Asian employees are your highest-risk, least-served workforce cohort.
Your wellbeing budget, your EAP, and your menopause policy are not reaching them. KHUSH™ is built to close that gap, with evidence, expert delivery, and measurable outcomes.
The problem
What your current provision is missing
Poor workplace health costs UK employers an estimated £85 billion a year: £10 billion in sick pay, £47 billion in lost output, £21 billion in presenteeism and £7 billion in conflict, litigation and recruitment. You already invest in wellbeing, an Employee Assistance Programme, occupational health, benefits and people policies. The question is whether that investment works effectively across your whole workforce.
The commercial question, continued
Ethnic-minority employees represent approximately 14 per cent of the UK workforce. A 2024 UK scoping review found only three eligible peer-reviewed studies examining their perceptions of workplace-health interventions, and concluded that workplace-health interventions remain most often designed for the ethnic majority. It called for culturally appropriate approaches that are tested for impact. You should not assume that generic workplace-health support is equally relevant, acceptable or effective across your workforce.
Where the clinical picture differs
Some relevant health risks arise earlier or at different clinical thresholds. South Asian people are two to four times more likely to develop Type 2 diabetes than white European people. NICE recommends diabetes risk assessment for South Asian adults aged 25 to 39, against routine assessment from 40 for other eligible adults, and says a blood test should be considered from a BMI of 23 kg/m², alongside the 25 in general use. NICE also identifies employers and workplaces as possible channels for validated risk-assessment information and signposting. South Asian populations do not have uniformly worse health: outcomes differ by condition and by ethnic group, and population evidence is never an assumption about an individual employee.
Where workplace culture matters
In UK workplace research, 46 per cent of surveyed South Asian employees reported changing aspects of their behaviour to fit in, against 27 per cent of white British respondents, and 49 per cent said they would be more comfortable accessing mental-health support if providers were more diverse and the support were promoted more inclusively. An employer can provide support and still have an accessibility, trust or communication gap.
Why the gap exists
What KHUSH contributes
KHUSH sits alongside the support you already have: HR, an EAP, and occupational health where you have it. It contributes the South Asian clinical and cultural lens those partners are not usually asked to hold, and it turns that into manager capability, policy and route improvement, and measurable organisational evidence.
This is not a criticism of your provision. It is a structural gap. And it has a cost.
What KHUSH™ delivers
A structured, expert-delivered, independently assessed programme
Employee Awareness Sessions
Online £1,500 · On site £2,250 plus travel
A 90-minute session delivered by two in the room: a South Asian doctor and someone who has lived the condition. It covers what employees can do, and what to ask their GP.
Manager and HR Workshop
Half day £3,500 · Full day £6,000
Training for line managers and HR teams: how to recognise symptoms, how to have the conversation, and what reasonable adjustments are appropriate. Managers leave with a script, a checklist and a referral map built on the organisation's own routes.
KHUSH-6 audit
From £3,500
An occupational medicine doctor leads and an organisational reviewer checks. They rate your provision Red, Amber or Green across all six KHUSH areas and read the five policies that decide whether your support reaches people: sickness absence, time off for appointments and screening, menopause, fertility and pregnancy loss, and mental health and disclosure. You get a written report for the board saying what to fix first, and a call to discuss it.
The three packages
Foundation
£8,450
- 2 talks
- Half-day manager workshop
- KHUSH-6 self-assessment baseline, not independently audited
- A twelve-month paid pilot, baseline and readiness programme, including the KHUSH Foundation Findings Note
- Leads to KHUSH Member
Partnership
£20,500
- All 6 talks
- Full-day manager workshop
- KHUSH-6 audit with a written report, then sign-off assessment
- Route to the KHUSH Accredited Employer mark
Embedded
£27,950
- All 6 talks
- Full-day manager workshop, plus a half-day follow-up 3 to 6 months later
- KHUSH-6 audit, re-run at the follow-up, then sign-off assessment
- A written whole-workforce menopause action plan
- Route to the KHUSH Accredited Employer mark
The Partnership and Embedded packages cover all four programme requirements, which is why they are the route to the KHUSH Accredited Employer mark. They do not guarantee it.
NHS and public sector: £8,200, £20,250 and £27,700.
Prices exclude VAT and are held to 31 March 2027.
Membership
What Member status includes, and annual renewal
A quarterly Member session with the panel, an annual South Asian staff confidence survey with a board report, 12-month recordings of your talks, the Equality Action Plan evidence pack where the menopause talk is taken, a free seat for your staff network, and report-ready wording for WRES, ethnicity pay gap, ESG and Race at Work.
Employer Member renewal
NHS and public sector Member renewal
Renewal is set by the size of the organisation. It halves for as long as the KHUSH Accredited Employer mark is held.
Talk plus 30-minute manager briefing
£2,000
A team talk followed by a 30-minute briefing for the managers in the room, so they hear what their staff heard and know what to do with it.
KHUSH™ accreditation
The KHUSH Accredited Employer mark is awarded by HHEI CIC: an independent community interest company that holds KHUSH's delivery standard and has no commercial interest in the outcome of its own assessment. It is evidence of action for ESG disclosure and board governance; a talent signal, because KHUSH-accredited employers are listed on Appy + Yaar where South Asian professionals look for employers who have made this commitment; and a record of documented, independent evidence.
The KHUSH Accredited Employer mark is awarded when the four programme requirements are completed, no KHUSH-6 area is Red at sign-off, no area has moved backwards since the first audit, and the evidence is approved by two assessors who took no part in that employer's audit or manager training. Buying Partnership or Embedded provides the route to assessment; it does not guarantee the award.
Learn more about HHEI CICHow to engage
Start with a scoping call
We identify your workforce profile, your current provision gaps, and the programme level that makes sense for your organisation. Most organisations start with either a standalone awareness session or the Foundation annual programme: both generate the data and the reporting pack you need to make the internal case for continued investment.
Prefer to be kept posted?
KHUSH™ is delivered by HHEI CIC, a Community Interest Company registered in England and Wales. Pricing correct as of July 2026. VAT not included where applicable. HHEI operates under licence from HHH Ltd.
Sources: UK Government, Keep Britain Working Technical Note, updated 31 March 2026. 2024 UK scoping review of ethnic-minority employees' perceptions of workplace-health interventions. Diabetes UK, type 2 diabetes risk factors; NICE PH38; NICE NG246, January 2025. City Mental Health Alliance and Lloyds Banking Group, Mental Health and Race at Work, survey research among employees in participating UK organisations, not a population-representative study.