Falak Chandna

“The best employee wellbeing programs don’t just respond to crises – they help prevent them.” For decades, LifeWorks was one of the most recognized names in employee wellness. Founded in 1966 as W. F. Morneau & Associates in Toronto, it evolved into a global HR services company supporting approximately 24,000 client organizations across 162 countries. […]

Imagine an HR leader managing teams across Singapore, Malaysia, Indonesia, and Australia. Employees speak different languages, face different cultural expectations around mental health, and need support that’s both accessible and locally relevant. A one-size-fits-all global solution often falls short – making region-specific expertise a critical factor when choosing an employee mental health platform. This is

“We invested in a mental health platform, but employee participation barely moved.” It’s a challenge many HR and benefits leaders face. Offering mental health support is no longer enough – employees expect personalized care, immediate access to professionals, and wellbeing resources that fit naturally into their daily lives. As workplace expectations evolve, organizations are looking

Headspace has come a long way from its consumer mindfulness roots. With over 100 million downloads globally, thousands of employer organizations, and a fully integrated EAP product that combines therapy, psychiatry, coaching, crisis support, and its signature mindfulness library, it has built one of the most recognisable names in workplace mental health. It’s May 2025

Happify Health built its reputation on a genuinely interesting premise: that game-based, science-backed activities could improve emotional wellbeing at scale. Founded in 2012 and operating a B2B2C model serving employers, health plans, and pharmaceutical partners, the platform covers 50+ programs spanning resilience, mindfulness, and chronic condition management – and has reached more than 20 million

Employee mental health is no longer a nice-to-have in Indian workplaces – it is a strategic imperative. Yet for many HR leaders, the traditional EAP model still means a helpline number, a handful of capped sessions, and very little visibility into whether any of it is actually working. As the Indian workforce grows more vocal

Is your employee assistance program helping employees thrive – or simply giving them a number to call when they’re already in crisis? As workforce expectations evolve and mental health becomes a key driver of retention, many organizations are re-evaluating whether traditional EAPs like ComPsych still provide the engagement, personalization, and measurable outcomes today’s employees expect.

Have you ever paused during a benefits review, rising attrition trend, or employee wellbeing conversation and wondered whether your current mental health support is truly making a difference? For many organizations, that moment becomes a turning point – revealing gaps in care, low engagement, and the need for a more effective approach to employee wellbeing.

“Mental health is not a destination, but a process. It’s about how you drive, not where you’re going.” – Noam Shpancer, Psychologist Here is a number worth sitting with: employee engagement globally has collapsed from 88% in 2025 to just 64% in 2026 – a 24-percentage-point drop in a single year, according to DHR Global’s

The question of employee mental health now tops the HR agenda. The numbers make it impossible to ignore. Globally, depression and anxiety cost the world economy an estimated USD 1 trillion every year in lost productivity. Almost 60% of all employees around the world experience at least one form of mental health issue in the