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Corporate Mental Health Benefits, Designed Around Your People
For organisations that want to know exactly what their mental health benefit structure should look like before they need it.
Mental health benefits design is the strategic work of deciding what your organisation's mental health support structure should actually look like - before anything is bought, contracted, or announced.
It is not selecting an EAP. It is not adding a wellness app to a benefits portal. It is the design layer that sits underneath all of that: what categories of support your workforce genuinely needs, how access should be structured, and where the gaps are across the full spectrum from prevention to recovery.
Most organisations assemble their mental health benefits reactively an EAP because HR asked for one, a helpline after a difficult quarter, a meditation app someone read about. The result is a collection of resources with no coherent logic, no clear entry points, and no way for an employee or a manager to navigate it under pressure.
A designed structure is different. It is built intentionally, mapped to your organisation's risk profile, and coherent across every stage an employee might move through.
What this is not
✕ Recommending specific vendors or platforms
✕ Running internal employee surveys
✕ Clinical or psychological intervention
✕ Implementation or contract management
What it is
✓ A structural gap analysis of what you have vs. what you need
✓A clear benefit design blueprint, organisation-specific
✓An access and visibility framework your team can act on
✓A document your HR team owns and implements on its terms
2–5%
average EAP utilisation rate
(Spring Health 2025)
27%
of employees don't even know they have mental health coverage
(Evernorth)
67 days
median wait for a first in-person therapy appointment
(Spring Health)
How we work
We work with what you have, your current provisions, your workforce profile, your organisation's risk context and design what your mental health benefit structure should actually look like. You leave with a clear blueprint. What you build with it, and how fast, is yours to decide.
01
Inventory
We analyse what you currently have. Every existing provision - formal or informal, active or dormant - mapped against the Prevention to Recovery spectrum. What holds. What exists only on paper. What is missing entirely.
03
Design & recommendations
We design what the structure should look like. Keep, adapt, or add - specific to your workforce profile, your culture, your risk context. A written blueprint, not a generic template.
02
Mapping & gap analysis
We map gaps against the CMRP Blueprint™. Not a list of products to buy - a precise picture of where the structure fails: missing access points, broken referral logic, uncovered stages. The gaps that cost most are rarely the visible ones.
04
Presentation & implementation plan
We present with a high-level implementation roadmap. Full findings, design rationale, and a sequenced view of what to act on first. Your team owns it. You decide what to build.
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Most organisations have mental health benefits on paper. Almost none have designed them to be found, trusted, or used.
THE RETURN OF INVESTMENT
The right tools cost less than the wrong ones.
Most organisations don't have a mental health spending problem. They have a mental health spending accuracy problem. Budget goes to tools selected without a structural brief, EAPs retained out of habit rather than evidence, and platforms that cover one stage of the employee journey while leaving three others completely exposed. A benefit design engagement pays for itself the first time it stops you buying something that wouldn't have worked.
Organisations that invest in the right mental health tools matched to their workforce, structured for access, and covering the full prevention-to-recovery spectrum - spend less and get more. The design is what makes the difference.
Three places the cost accumulates:
-
Tools employees cannot find or access (avg. EAP utilisation: 2-5%)
-
Tools bought for the wrong stage of the employee journey
-
Turnover that structured early access would have prevented (48% of departures are tied to mental health - Mind Share Partners 2025)
For a 200-person organisation, conservative first-year savings from accurate benefit selection sit above CHF 250,000. The design engagement is a fraction of that.
Prevention
To Protect the Asset
Benefits Design is the infrastructure
Prevention is built on.
The CMRP Blueprint™ operates across four stages: Prevention, Early Intervention, Treatment, Recovery. Each stage requires infrastructure to function - referral pathways, access points, structured support options employees and managers can navigate.
Benefits Design provides that infrastructure. Without it, Early Intervention has nowhere to direct a struggling employee. Treatment cannot be coordinated. Recovery has no pathway.
Benefits Design is typically the first CMRP engagement - the structural foundation every other stage is built on.