OVI is an AI-native applicant tracking system (ATS) at ovi-me.com. You chat with AI agents Sora and Milo to source candidates, screen CVs, and run AI voice interviews in one workflow.

How do I sign in to OVI?

Sign in to OVI at https://ovi-me.com/auth with your work email or Google account. New teams can start a free trial from the homepage.

OVI AI refers to OVI's hiring agents — Milo for CV screening and Sora for sourcing — built into the AI-native ATS so recruiting teams chat to hire instead of clicking through traditional ATS screens.

OVI is the AI-native ATS where you chat to hire. Two AI agents — Sora for sourcing and Milo for screening — find candidates, score every CV, and run AI interviews, all controlled from a single chat.

What does "chat to hire" mean?

Chat to hire is OVI's AI-native hiring workflow: instead of clicking through a traditional ATS, you describe what you need in chat and OVI's AI agents source candidates, screen applicants, run AI interviews, and send outreach for you.

What is an AI-native ATS?

An AI-native ATS is an applicant tracking system built around AI agents rather than forms and pipelines. OVI's AI chat ATS lets recruiters source, screen, interview, and follow up through conversation — the agents do the work and surface only the candidates worth meeting.

Who are Sora and Milo?

Sora is OVI's AI sourcing agent — she scans LinkedIn, the open web, and your ATS history to find best-fit candidates and reach out in your name. Milo is OVI's AI screening agent — he scores every applicant against your rubric and surfaces a ranked shortlist.

How do OVI's AI interviews work?

OVI runs async AI interviews for every shortlisted candidate and returns scores, transcripts, and recordings — so your team only meets the people worth meeting.

AI Employee Wellbeing Tools for UAE Employers in 2026: Comparing the Leading Platforms

By Tim Kreling, Co-Founder, OVI

Published 2026-08-28

When M42's Digital Health Solutions and TELUS Health announced their joint AI-powered Employee Assistance Program on 10 February 2026, it signalled a turning point for corporate wellbeing in the Gulf. The platform ships with more than 40 EAP modules spanning emotional, lifestyle, and clinical support — delivered in local languages and backed by Abu Dhabi's healthcare data infrastructure (Sources 1, 2).

The timing is deliberate. Dubai's Mental Wealth strategy has committed AED 105 million to digital mental health over five years (Source 5). The UAE corporate wellness market is now valued at USD 190 million and projected to reach USD 240 million by 2031, growing at a 5.0 percent CAGR (Source 6). And the Abu Dhabi Department of Health reports a 30 percent increase in people receiving mental health treatment since 2022 — a sign that demand is finally catching up with need (Source 5).

Yet nearly 80 percent of mental health conditions across the GCC remain undiagnosed, and 40 percent of individuals say they do not know where to seek help (Source 5). For HR leaders managing a workforce that is roughly 90 percent expatriate and speaks dozens of languages, off-the-shelf global wellness platforms are not enough. What follows is a comparison of the five leading platforms now available to UAE employers, evaluated across the dimensions that actually matter for GCC buyers.

The platforms

1. TELUS Health + M42 EAP

The newest entrant pairs TELUS Health's global EAP engine with M42's Abu Dhabi-based digital health infrastructure. The offering includes 40-plus modules covering emotional wellbeing, lifestyle coaching, and clinical pathways, with local-language delivery and plans to integrate precision medicine capabilities for early preventive interventions. Kareem Shahin, CEO of M42's Digital Health Solutions, described the goal as "a health and wellbeing environment where people can thrive" (Sources 1, 2).

2. MantraCare

The largest player by UAE headcount, MantraCare covers more than 500,000 employees across 250-plus companies in Dubai, Abu Dhabi, Sharjah, Al Ain, and smaller emirates. The platform spans EAP counselling, telehealth, occupational health, and specialised care for diabetes, hypertension, and women's health. It supports 15-plus languages — including Arabic, English, Hindi, Urdu, and Tagalog — and all therapists are trained in cultural competency, with same-gender session options available (Source 7).

3. Meditopia for Work

A digital-first EAP built for mobile-native workforces, Meditopia delivers content in 14 languages and live therapy in five. Its AI mental health companion personalises wellness journeys based on individual usage patterns, and employer-facing HR dashboards provide real-time engagement analytics. With clients like Publicis, the platform reports 42 percent average employee engagement and 87 percent membership activation — strong metrics for a region where EAP utilisation typically runs low (Source 8).

4. MindTales

The only UAE-founded platform on this list, MindTales specialises in culturally competent mental health services designed for the Gulf workforce. It offers virtual sessions, coaching, self-guided programmes, and wellbeing assessments in English, Arabic, Russian, and Ukrainian. Its deep integration with local organisations and government initiatives gives it a home-court advantage on cultural sensitivity — particularly around stigma-adjacent topics that require nuanced handling in a Gulf context (Sources 8, 9).

5. Workplace Options

A global EAP provider used by multinational employers with UAE operations, Workplace Options offers consistent international coverage with multilingual counselling. It is positioned for organisations that need a single provider across multiple geographies and want standardised service delivery, clinical protocols, and reporting across borders (Source 9).

Buyer comparison matrix

Dimension	TELUS Health + M42	MantraCare	Meditopia for Work	MindTales	Workplace Options
Arabic language support	Local-language delivery including Arabic (Source 1)	Native Arabic plus 15+ languages (Source 7)	Content in 14 languages; therapy availability varies (Source 8)	Native Arabic, English, Russian, Ukrainian (Source 8)	Multilingual counselling; Arabic availability varies (Source 9)
UAE/PDPL data residency	Abu Dhabi data infrastructure via M42 (Source 1)	GDPR, HIPAA, ISO 27001, SOC 2 aligned (Source 7)	Not publicly specified	UAE-native; local data handling (Sources 8, 9)	Global infrastructure; regional data routing varies (Source 9)
Expat workforce support	Local-language delivery for diverse workforce (Source 1)	Cultural competency training; same-gender sessions; 50+ app languages (Source 7)	14-language content library (Source 8)	Multilingual counselling for Gulf workforce dynamics (Source 9)	Consistent cross-border coverage for multinational staff (Source 9)
HRMS integration	Not yet publicly detailed	HR system integration capability (Source 7)	Not publicly specified	Integrated analytics for HR teams (Source 8)	Enterprise integration for global employers (Source 9)
EAP utilisation reporting	Not yet publicly detailed	156% first-year ROI reported (Source 7)	Real-time HR dashboards; 42% engagement rate (Source 8)	Integrated analytics (Source 8)	Standardised reporting across geographies (Source 9)
AI personalisation	AI-driven care pathways; precision medicine integration planned (Source 1)	AI-driven care matching and guidance (Source 7)	AI mental health companion; personalised wellness journeys (Source 8)	Self-guided digital programmes (Source 8)	Clinical protocols; AI capabilities not publicly detailed (Source 9)

How to choose: a decision framework for UAE HR leaders

Start with your workforce profile. If your employees are predominantly Arabic-speaking UAE nationals, MindTales' cultural depth and TELUS Health + M42's local infrastructure are strong fits. If you employ large numbers of South Asian or Southeast Asian expats, MantraCare's 50-plus language coverage and 500,000-employee UAE track record make it the practical default.

Weigh data residency early. The UAE's Personal Data Protection Law places obligations on health data processing. Platforms with UAE-based infrastructure — TELUS Health + M42 and MindTales — reduce cross-border data transfer complexity. MantraCare's alignment with GDPR and ISO 27001 may satisfy compliance teams, but HR leaders should confirm where employee health data is actually stored and processed.

Match AI capabilities to maturity. If your organisation already runs structured wellbeing programmes and wants to personalise at scale, Meditopia's AI companion and real-time analytics offer measurable engagement data. If you are building from scratch, MantraCare's breadth or Workplace Options' global consistency may deliver faster baseline coverage.

Do not overlook utilisation reporting. The UAE National Strategy for Wellbeing 2031, with its 90 initiatives across 40-plus priority areas, is driving government scrutiny of employer wellness outcomes (Sources 3, 4). Platforms that provide employer-facing ROI dashboards will increasingly be a procurement requirement, not a nice-to-have.

Mental health stigma remains a real barrier in parts of the UAE workforce, and no single platform eliminates it. But the convergence of government funding, regulatory attention, and AI-capable platforms means UAE employers now have practical tools to act on — not just aspirational ones. The question is no longer whether to invest, but which platform fits the workforce you actually have.

Which platform is best for UAE employers with a large expat workforce?

MantraCare currently has the widest UAE footprint, covering 500,000-plus employees across 250-plus companies with support in 15-plus languages and cultural competency-trained therapists. For employers with significant South Asian and Southeast Asian staff, its language breadth and same-gender session options are practical differentiators.

How does UAE PDPL affect health data from wellness platforms?

The UAE's Personal Data Protection Law requires organisations to consider where employee health data is stored and processed. Platforms with UAE-based data infrastructure — such as TELUS Health + M42, which operates through Abu Dhabi's digital health ecosystem — reduce cross-border data transfer obligations. HR leaders should ask vendors directly about data residency, processing locations, and whether a Data Processing Agreement is available before procurement.

How can HR teams measure EAP return on investment?

WHO research indicates that every USD 1 invested in mental health treatment yields USD 4 in improved health and productivity. At the platform level, metrics to track include activation rate, session completion rate, utilisation by demographic, and downstream indicators like sick-leave reduction. Meditopia reports 42 percent employee engagement and 87 percent activation; MantraCare reports 156 percent first-year ROI for clients.

How does Arabic language support differ across these platforms?

Support ranges from native Arabic content and therapy (MindTales, MantraCare) to translated content libraries (Meditopia, Workplace Options). TELUS Health + M42 delivers in local languages through its partnership with Abu Dhabi's M42. For employers where Arabic is the primary workplace language, native-content platforms provide a more clinically appropriate experience than translated alternatives.

How does AI personalisation work in employee wellness platforms?

AI personalisation in these platforms typically analyses individual usage patterns, assessment results, and engagement data to recommend tailored content, therapist matching, or intervention pathways. Meditopia's AI companion adjusts wellness journeys based on user behaviour. MantraCare uses AI-driven care matching. TELUS Health + M42 plans to integrate precision medicine data for early preventive interventions. AI in this context is decision-support — it suggests next steps for the employee, not diagnostic conclusions.