Care for your people
- Private access to suitable care.
- Space to discuss work and life pressures.
- Support that can include eligible dependents.
Employee mental wellness
People who feel supported
can do their best work.
Care for your people, throughout the year. An annual mental wellness programme for employees and their families, bringing private care and a healthier workplace together.
Thoughtful Therapy, delivered with care.
Why this matters
Support the person.
Strengthen the workplace.
Workload, family responsibilities and everyday pressures do not stay neatly separate. Make room for support in your people strategy.
Care in your workplace
- Managers who listen and respond with care.
- Action on workload and employee feedback.
- Clear routes to help when concerns arise.
The aim is higher team satisfaction, more consistent output and stronger retention. These are goals to review, not guaranteed outcomes.
In Deloitte’s 2022 survey of 3,995 Indian employees, more than 80% reported an adverse mental health symptom, 29% took time off and around 20% resigned to manage their mental health. These are historical, pandemic-period findings from India, not estimates for today’s workforce in Singapore. Read the research.
The annual programme
Care that continues.
All year round.
Build an annual plan around your team’s needs, with scope, eligibility and service arrangements agreed before launch.
| Support | Annual plan |
|---|---|
| Private therapy | Up to one session per employee each week, shared with eligible dependents. Care frequency follows clinical need. |
| First-time manager training | One annual training cohort with practical scenarios. |
| Employee learning | Four clinician-led sessions, one each quarter. |
| Workplace assessments | Two rounds, including employee Net Promoter Score (eNPS) and deeper employee feedback. |
| First-line support | A 24/7 support arrangement for immediate concerns, next-step guidance and referral, subject to the agreed programme and confirmed availability before launch. |
Employees and eligible dependents share one weekly therapy allowance. Dependent eligibility, including age and suitability, is agreed during scoping. First-line support does not replace emergency services, diagnosis or ongoing therapy.
Private care
A clear path to
ongoing support.
Employees access care directly, without asking HR for permission.
Share your needs
Register privately and tell us about your needs and preferences. Support can be for an employee or an eligible dependent.
Meet your therapist
Human matching helps connect you with a suitable therapist and a first appointment.
Continue your care
Continue with the same therapist where appropriate, with care matched to your individual needs.
Credential checks, supervision and referral pathways support care quality. Psychiatric and emergency needs follow appropriate referral pathways.
Learning together
Managers who respond with care.
Teams who know where to turn.
First-time managers
One annual training cohort, using practical scenarios to help managers stay within their role.
Every quarter, a conversation
Four clinician-led employee sessions, with topics informed by your team’s feedback.
These are example topics. Final topics and dates form part of your annual plan.
Twice-yearly assessments
Listen with depth.
Follow through with action.
eNPS measures employee advocacy. The broader assessment explores the experience behind it.
What we ask
What leaders receive
Privacy and trust
Useful insight for employers.
Private care for individuals.
What employers can see
- Aggregate participation and time to care.
- Anonymous satisfaction and care continuity.
- Workplace assessment themes and trends.
- Progress against agreed workplace actions.
What stays private
- Names linked to participation.
- Diagnoses and clinical notes.
- Individual clinical assessments.
- Dependents’ care histories.
Employer reports cover groups of at least 10 people. Identifiable segments are suppressed and comments are de-identified before sharing.
Measuring progress
A programme you can
review and improve.
Employee experience
- Satisfaction, eNPS and workload feedback.
- Confidence in manager support.
- Awareness of care and ease of access.
Programme performance
- Uptake and time to first appointment.
- Care continuity and useful feedback.
- Manager readiness and actions taken.
Review absence, retention and delivery trends alongside these results. Business trends provide context; they do not prove the programme caused a change.
The pilot programme
Start with a focused pilot.
Learn before you grow.
A 12-week pilot for up to 30 employees, with four sponsored therapy sessions per employee, shared with eligible dependents.
Agree the scope
Set funding, eligibility and service targets before launch.
Open private access
Proposed service targets: matching within 24 hours and a first appointment within seven days. Confirm these as part of the pilot plan.
Review and decide
Review access, uptake, continuity and employee experience before deciding on a wider rollout. Aggregate reporting is for groups of 10 or more.
Your next step
A healthier workplace
starts with a clear plan.
Start with a 45-minute scoping conversation about eligibility, dependents, your programme and the outcomes you want to review.
The launch plan
Let’s talk about your team
Tell us your organisation’s name, location and approximate employee count. We’ll use the conversation to shape a plan for your workplace.