SPEC-09 · Wellness people use, measured on more than sign-ups.
Workplace Wellness & Mental Health
A wellness and mental health programme designed around how your people actually work: benefits and EFAP that get used, managers who notice strain early, and accommodation that holds up.
Investment
From $4,500
Format
8-week programme build
What it is
Most wellness programmes are a benefits line, an app nobody opens, and one lunch and learn a year. Nobody can say whether any of it works, because nothing past attendance is measured.
We start with the work itself: workload, after-hours expectations, and how managers respond when someone says they are struggling. Then we rebuild the benefits, the policy and the manager training around what your people need, with a baseline you can track quarter over quarter.
What you walk away with
- →An EFAP people use, with usage you can see and report
- →Managers who act before strain becomes a leave
- →A duty to accommodate process that survives a challenge
FAQ
Questions before getting started
Is a workplace wellness programme worth the money?
It is when it is tied to something you can measure: absence days, short-term disability claims, benefit usage and voluntary turnover. A programme that adds an app and one annual session without touching workload or manager behaviour usually is not. We set the baseline first, so the spend can be judged after ninety days.
What is the difference between an EFAP and a wellness programme?
An EFAP is a confidential counselling service employees can call. A wellness programme is the system around it: policy, manager capability, accommodation, workload and how the benefit is actually promoted. Most companies have an EFAP nobody uses because nothing else in the system supports it.
Do we have to accommodate mental health conditions?
Yes, where a condition meets the threshold of a disability under human rights law, the duty to accommodate applies up to the point of undue hardship. That covers schedule, workload and leave. The usual failure is documentation: the process exists but no manager knows how to start it, which is what we fix.
How do you measure a wellness programme?
Four numbers: absence days per employee, short-term disability incidence, EFAP utilisation and voluntary turnover in the first year. We baseline all four before the programme starts, then report them quarterly so you can see whether the intervention moved anything.
SPEC-09
Bring us the challenge behind the brief.
Most engagements start with a conversation about the outcome you need, not the service you found on a website. Tell us the problem.