As employee expectations evolve, wellbeing has become a key priority in the workplace. Employees want to feel genuinely supported in all aspects of their wellbeing, and organisations that meet these needs are seeing stronger engagement, retention, and performance.
In this article, we explore what corporate wellness solutions are, why they matter, and how businesses can implement them effectively. You’ll also find examples and practical tips to help you implement wellness initiatives that truly support your team.
Corporate wellness solutions refer to initiatives that organisations implement to improve the physical, emotional, social, financial, and occupational wellbeing of their employees. These initiatives can take many forms. They range from fitness classes and educational workshops, to flexible workplace policies and comprehensive employee mental wellbeing programs.
Implementing corporate wellness solutions benefits both employees and organisations by:
Improving employee health and wellbeing:
Wellness initiatives such as nutrition education, fitness classes, and personalised health coaching promote positive lifestyle changes, and encourage employees to develop healthier routines. The benefits go beyond physical health; employees also gain skills to manage personal challenges, emotional stress, and mental health concerns.
Increasing productivity and employee engagement:
A holistic corporate wellness strategy comprises initiatives that address every dimension of an employee’s wellbeing. When individuals feel supported, they’re able to thrive in their professional and personal lives. This leads to greater focus, motivation, and higher levels of engagement and productivity.
Lowering healthcare costs:
Wellness initiatives such as health screenings, health risk assessments, and comprehensive mental wellbeing programmes support early detection and intervention. By addressing physical and mental health issues before they escalate, these programmes help reduce the need for frequent medical claims, expensive treatments, and long-term care.
Reducing absenteeism and turnover:
Corporate wellness initiatives — such as fitness and nutrition programmes, flexible work arrangements, and one-to-one mental health check-ins — can help improve physical and mental health outcomes for employees, leading to fewer unplanned absences. Investing in corporate wellness solutions signals your commitment towards the wellbeing of your employees. This helps them feel valued, which strengthens engagement and encourages long-term retention.
Mental health risks and burnout are rising across Singapore’s workforce, especially among younger professionals. To address this, organisations must go beyond surface-level perks and focus on meaningful support, including adjusting workloads, offering job security, and ensuring employees feel supported in their roles.
Mental health is a growing priority for employees in Singapore, with many calling for better access to affordable and accessible support. To meet these expectations, organisations need to take steps to strengthen workplace mental health initiatives and make support more inclusive and easy to access.
While many organisations are making strides in supporting mental and physical wellbeing, there remains a disconnect when it comes to financial wellness. To ensure the effectiveness of their corporate wellness strategies, employers need to realign their wellbeing initiatives with employee needs.
Physical wellness solutions can include fitness programmes, on-site wellness facilities, nutrition initiatives, and preventive healthcare services like health screenings and wellness coaching.
When implementing these programmes, consider your team’s needs and work setup. Remote employees may benefit from fitness reimbursements, while on-site teams may prefer gym access or ergonomic improvements. The goal is to make wellness accessible, enjoyable, and adaptable to different lifestyles.
Learn how other organisations implement physical wellness programmes
Asana takes a multi-faceted approach towards caring for the physical wellness of its employees.
The organisation provides dedicated nap rooms, offering a quiet spot for individuals to take a mid-day break to rest and recharge.6 Employees can also get a workout through free yoga classes or taking up a gym membership. To support healthy eating, an in-house culinary team prepares three meals a day using produce from local organic farms, making it easy for employees to fuel up on nutritious food throughout their work week.7
Encouraging employees to exercise more can be challenging — but not if you incorporate a sense of fun and community into these activities.
Take a leaf out of Zappos’ book by designing enjoyable outdoor programmes that bring your employees together. The organisation’s Wellness Adventures initiative provides yoga vacations, hiking, kayaking, and other outdoor team-building activities. Through this initiative, employees can enjoy a workout, immerse themselves in nature, and bond with their colleagues all at once.8
From mental health training for managers to company-wide wellness campaigns, there are many ways to support employee mental wellbeing. Some organisations run mindfulness or stress management workshops, while others opt for comprehensive solutions that offer preventive care, flexible access to professionals, and personalised support.
When implementing mental wellness programmes, it’s important to choose approaches that are inclusive, easy to access, and tailored to your team’s needs — whether that means offering on-demand counselling or simply creating more space for open conversations around mental health.
Guardian offers mental health training for its managers through employer workshops conducted by the Institute of Mental Health (IMH). During these sessions, employees learn about common mental health conditions, its symptoms, and how to better support a team member’s mental wellbeing.9
Focus Global offers a comprehensive employee mental wellbeing programme for its employees. Customisation and flexibility were key considerations for the organisation, as they sought a provider that could offer personalised wellbeing services to address the unique needs of their workforce.
They found a good fit with ThoughtFull’s solution, which provided employees with access to preventive care, as well as supportive resources they could use when mental health issues arose. These include:
The programme rollout was successful, and contributed to a high level of employee engagement and demand for mental healthcare at Focus Global. The ThoughtFullChat app saw a 69% utilisation rate among employees. Furthermore, 87% of Focus Global users said they would recommend the app to others.
Financial wellness programmes can include a range of initiatives, from financial literacy workshops and retirement planning sessions to personalised coaching and lunch-and-learns. Organisations may also offer digital financial wellness platforms to help employees track goals, manage debt, and build savings.
When rolling out these initiatives, it’s important to keep them practical and inclusive. Providing bite-sized content, flexible access to experts, and support that fits a range of income levels and life stages can make a big difference in how employees engage with these initiatives.
Google offers diverse initiatives to guide employees in their financial wellness journey. This includes financial wellness workshops where experts share insights on topics like budgeting, investing, and saving for retirement. Employees also have access to financial advisors who can help them create personalised plans tailored to their compensation structure and long-term goals.10
Leek Building Society, a financial services provider based in the UK is a great example of how organisations can provide financial wellness support to employees.
The organisation implemented initiatives such as providing a lump sum cost of living payout, launching a workplace saving scheme, and improving pay rates for sickness, maternity, paternity, adoption, and shared parental leave. Additional support was also given to staff who faced challenges due to rising costs of living.11
Social and community support initiatives play an important role in building a connected workplace. These can include peer support and buddy programmes, where trained employees offer emotional support, or structured programmes that help individuals recovering from mental health conditions ease back into work with guidance from a dedicated manager.
When implementing these initiatives, it’s important to create a safe, stigma-free environment and ensure that all participants — including managers and peer supporters — receive proper training on responding with empathy.
At NUS, individuals who are dealing with mental health conditions are able to ease back into their jobs gradually, thanks to the university’s Mental Health Return-to-Work programme.
Through the initiative, employees are assigned a dedicated care manager who offers emotional support, guiding them step-by-step back into the workplace.
The care managers work with the employee-in-recovery and stakeholders — including their reporting managers and human resources — in areas like making workplace adjustments and accommodations. For example, flexible work arrangements may be implemented to enable individuals to attend mental health treatments. Workloads may also be adjusted, and gradually increased as employees show signs of recovery.9
Rio Tinto promotes mental, social, and emotional wellness through its peer support programme.
Recognising that individuals who are in distress are more likely to turn to colleagues rather than formal support channels, the organisation provides mental health training to employees across all levels. These employees play a vital role in fostering a nurturing and inclusive environment, through providing basic emotional support and guidance to colleagues navigating personal or professional challenges.12
Occupational wellness initiatives help employees grow in their careers while feeling supported at work. These can include mentorship programmes, leadership training, career development pathways, and upskilling opportunities.
When designing these initiatives, it’s important to offer options that suit different career stages — from entry-level employees to senior leaders. Programmes that are personalised, accessible, and aligned with employees’ goals not only boost engagement, but also help retain talent and build a stronger internal pipeline for future leadership.
To help new joiners integrate into their roles and build connections at work, Watsons implemented a buddy system. Buddy coaches are given training and serve as role models, offering support, guidance, and motivation for their colleagues.13
As a multinational corporation with a headcount of over 100,000 employees, helping individuals break out of their silos at work was a priority for Novartis.
The organisation implemented a mentorship programme with an emphasis on cross-functional and cross-country pairing. This gives employees an opportunity to build new connections, work closely with team members they wouldn’t have had a chance to otherwise, and learn about aspects of the business outside of their region and function.14
Implementing corporate wellness solutions doesn’t have to be complex — but it does require thoughtful planning. The key is to build a strategy that reflects your employees’ needs, fits your workplace culture, and is sustainable in the long run.
Here are some helpful tips:
A well-rounded wellness strategy meets employees at different stages of their personal and professional journeys. By offering a mix of initiatives — from on-demand counselling or self-paced learning for individuals, to group activities such as fitness challenges or peer support sessions — you create more inclusive pathways for participation.
It’s also helpful to balance structured programmes like career development training or mental health check-ins, with informal wellness opportunities such as lunchtime mindfulness sessions and buddy systems. This layered approach encourages broader engagement and allows employees to choose the type of support that best fits their needs, preferences, and comfort levels.
When evaluating corporate wellness providers, look for partners who offer a holistic, flexible, and evidence-based approach. Your provider should understand that employee wellness is not one-size-fits-all, and they should be able to tailor programmes to your workforce's unique needs and goals.
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If you’re looking to improve employee mental health at your organisation, ThoughtFull can fill in the gap. We work closely with HR and leadership teams to design mental wellbeing programmes that are personalised, scalable, and aligned with your company culture.
Our solution combines proactive wellness education with real-time access to certified professionals. And with the ThoughtFull app, employees can engage with bite-sized learning content, daily mental wellness trackers, and one-on-one support — all in one simple, easy-to-use platform.
Sources:
As employee expectations evolve, wellbeing has become a key priority in the workplace. Employees want to feel genuinely supported in all aspects of their wellbeing, and organisations that meet these needs are seeing stronger engagement, retention, and performance.
In this article, we explore what corporate wellness solutions are, why they matter, and how businesses can implement them effectively. You’ll also find examples and practical tips to help you implement wellness initiatives that truly support your team.
Corporate wellness solutions refer to initiatives that organisations implement to improve the physical, emotional, social, financial, and occupational wellbeing of their employees. These initiatives can take many forms. They range from fitness classes and educational workshops, to flexible workplace policies and comprehensive employee mental wellbeing programs.
Implementing corporate wellness solutions benefits both employees and organisations by:
Improving employee health and wellbeing:
Wellness initiatives such as nutrition education, fitness classes, and personalised health coaching promote positive lifestyle changes, and encourage employees to develop healthier routines. The benefits go beyond physical health; employees also gain skills to manage personal challenges, emotional stress, and mental health concerns.
Increasing productivity and employee engagement:
A holistic corporate wellness strategy comprises initiatives that address every dimension of an employee’s wellbeing. When individuals feel supported, they’re able to thrive in their professional and personal lives. This leads to greater focus, motivation, and higher levels of engagement and productivity.
Lowering healthcare costs:
Wellness initiatives such as health screenings, health risk assessments, and comprehensive mental wellbeing programmes support early detection and intervention. By addressing physical and mental health issues before they escalate, these programmes help reduce the need for frequent medical claims, expensive treatments, and long-term care.
Reducing absenteeism and turnover:
Corporate wellness initiatives — such as fitness and nutrition programmes, flexible work arrangements, and one-to-one mental health check-ins — can help improve physical and mental health outcomes for employees, leading to fewer unplanned absences. Investing in corporate wellness solutions signals your commitment towards the wellbeing of your employees. This helps them feel valued, which strengthens engagement and encourages long-term retention.
Mental health risks and burnout are rising across Singapore’s workforce, especially among younger professionals. To address this, organisations must go beyond surface-level perks and focus on meaningful support, including adjusting workloads, offering job security, and ensuring employees feel supported in their roles.
Mental health is a growing priority for employees in Singapore, with many calling for better access to affordable and accessible support. To meet these expectations, organisations need to take steps to strengthen workplace mental health initiatives and make support more inclusive and easy to access.
While many organisations are making strides in supporting mental and physical wellbeing, there remains a disconnect when it comes to financial wellness. To ensure the effectiveness of their corporate wellness strategies, employers need to realign their wellbeing initiatives with employee needs.
Physical wellness solutions can include fitness programmes, on-site wellness facilities, nutrition initiatives, and preventive healthcare services like health screenings and wellness coaching.
When implementing these programmes, consider your team’s needs and work setup. Remote employees may benefit from fitness reimbursements, while on-site teams may prefer gym access or ergonomic improvements. The goal is to make wellness accessible, enjoyable, and adaptable to different lifestyles.
Learn how other organisations implement physical wellness programmes
Asana takes a multi-faceted approach towards caring for the physical wellness of its employees.
The organisation provides dedicated nap rooms, offering a quiet spot for individuals to take a mid-day break to rest and recharge.6 Employees can also get a workout through free yoga classes or taking up a gym membership. To support healthy eating, an in-house culinary team prepares three meals a day using produce from local organic farms, making it easy for employees to fuel up on nutritious food throughout their work week.7
Encouraging employees to exercise more can be challenging — but not if you incorporate a sense of fun and community into these activities.
Take a leaf out of Zappos’ book by designing enjoyable outdoor programmes that bring your employees together. The organisation’s Wellness Adventures initiative provides yoga vacations, hiking, kayaking, and other outdoor team-building activities. Through this initiative, employees can enjoy a workout, immerse themselves in nature, and bond with their colleagues all at once.8
From mental health training for managers to company-wide wellness campaigns, there are many ways to support employee mental wellbeing. Some organisations run mindfulness or stress management workshops, while others opt for comprehensive solutions that offer preventive care, flexible access to professionals, and personalised support.
When implementing mental wellness programmes, it’s important to choose approaches that are inclusive, easy to access, and tailored to your team’s needs — whether that means offering on-demand counselling or simply creating more space for open conversations around mental health.
Guardian offers mental health training for its managers through employer workshops conducted by the Institute of Mental Health (IMH). During these sessions, employees learn about common mental health conditions, its symptoms, and how to better support a team member’s mental wellbeing.9
Focus Global offers a comprehensive employee mental wellbeing programme for its employees. Customisation and flexibility were key considerations for the organisation, as they sought a provider that could offer personalised wellbeing services to address the unique needs of their workforce.
They found a good fit with ThoughtFull’s solution, which provided employees with access to preventive care, as well as supportive resources they could use when mental health issues arose. These include:
The programme rollout was successful, and contributed to a high level of employee engagement and demand for mental healthcare at Focus Global. The ThoughtFullChat app saw a 69% utilisation rate among employees. Furthermore, 87% of Focus Global users said they would recommend the app to others.
Financial wellness programmes can include a range of initiatives, from financial literacy workshops and retirement planning sessions to personalised coaching and lunch-and-learns. Organisations may also offer digital financial wellness platforms to help employees track goals, manage debt, and build savings.
When rolling out these initiatives, it’s important to keep them practical and inclusive. Providing bite-sized content, flexible access to experts, and support that fits a range of income levels and life stages can make a big difference in how employees engage with these initiatives.
Google offers diverse initiatives to guide employees in their financial wellness journey. This includes financial wellness workshops where experts share insights on topics like budgeting, investing, and saving for retirement. Employees also have access to financial advisors who can help them create personalised plans tailored to their compensation structure and long-term goals.10
Leek Building Society, a financial services provider based in the UK is a great example of how organisations can provide financial wellness support to employees.
The organisation implemented initiatives such as providing a lump sum cost of living payout, launching a workplace saving scheme, and improving pay rates for sickness, maternity, paternity, adoption, and shared parental leave. Additional support was also given to staff who faced challenges due to rising costs of living.11
Social and community support initiatives play an important role in building a connected workplace. These can include peer support and buddy programmes, where trained employees offer emotional support, or structured programmes that help individuals recovering from mental health conditions ease back into work with guidance from a dedicated manager.
When implementing these initiatives, it’s important to create a safe, stigma-free environment and ensure that all participants — including managers and peer supporters — receive proper training on responding with empathy.
At NUS, individuals who are dealing with mental health conditions are able to ease back into their jobs gradually, thanks to the university’s Mental Health Return-to-Work programme.
Through the initiative, employees are assigned a dedicated care manager who offers emotional support, guiding them step-by-step back into the workplace.
The care managers work with the employee-in-recovery and stakeholders — including their reporting managers and human resources — in areas like making workplace adjustments and accommodations. For example, flexible work arrangements may be implemented to enable individuals to attend mental health treatments. Workloads may also be adjusted, and gradually increased as employees show signs of recovery.9
Rio Tinto promotes mental, social, and emotional wellness through its peer support programme.
Recognising that individuals who are in distress are more likely to turn to colleagues rather than formal support channels, the organisation provides mental health training to employees across all levels. These employees play a vital role in fostering a nurturing and inclusive environment, through providing basic emotional support and guidance to colleagues navigating personal or professional challenges.12
Occupational wellness initiatives help employees grow in their careers while feeling supported at work. These can include mentorship programmes, leadership training, career development pathways, and upskilling opportunities.
When designing these initiatives, it’s important to offer options that suit different career stages — from entry-level employees to senior leaders. Programmes that are personalised, accessible, and aligned with employees’ goals not only boost engagement, but also help retain talent and build a stronger internal pipeline for future leadership.
To help new joiners integrate into their roles and build connections at work, Watsons implemented a buddy system. Buddy coaches are given training and serve as role models, offering support, guidance, and motivation for their colleagues.13
As a multinational corporation with a headcount of over 100,000 employees, helping individuals break out of their silos at work was a priority for Novartis.
The organisation implemented a mentorship programme with an emphasis on cross-functional and cross-country pairing. This gives employees an opportunity to build new connections, work closely with team members they wouldn’t have had a chance to otherwise, and learn about aspects of the business outside of their region and function.14
Implementing corporate wellness solutions doesn’t have to be complex — but it does require thoughtful planning. The key is to build a strategy that reflects your employees’ needs, fits your workplace culture, and is sustainable in the long run.
Here are some helpful tips:
A well-rounded wellness strategy meets employees at different stages of their personal and professional journeys. By offering a mix of initiatives — from on-demand counselling or self-paced learning for individuals, to group activities such as fitness challenges or peer support sessions — you create more inclusive pathways for participation.
It’s also helpful to balance structured programmes like career development training or mental health check-ins, with informal wellness opportunities such as lunchtime mindfulness sessions and buddy systems. This layered approach encourages broader engagement and allows employees to choose the type of support that best fits their needs, preferences, and comfort levels.
When evaluating corporate wellness providers, look for partners who offer a holistic, flexible, and evidence-based approach. Your provider should understand that employee wellness is not one-size-fits-all, and they should be able to tailor programmes to your workforce's unique needs and goals.
If you’re looking to improve employee mental health at your organisation, ThoughtFull can fill in the gap. We work closely with HR and leadership teams to design mental wellbeing programmes that are personalised, scalable, and aligned with your company culture.
Our solution combines proactive wellness education with real-time access to certified professionals. And with the ThoughtFull app, employees can engage with bite-sized learning content, daily mental wellness trackers, and one-on-one support — all in one simple, easy-to-use platform.
Sources:
