There is no single way people experience stress, anxiety or poor mental health. So why should workplace wellbeing support look the same for everyone?
In January 2026, REBA highlighted personalisation and prevention as key ways workplace wellbeing needs to evolve, noting that rising psychological health referrals and increasingly complex employee needs are exposing the limitations of generic wellbeing programmes. (REBA)
That shift is becoming increasingly relevant as employees expect health and wellbeing support to feel more accessible and tailored to their circumstances. REBA’s July 2026 Health and Wellbeing Research also found that employees increasingly expect a fast, personalised and on-demand experience from their health and wellbeing benefits. (REBA)
Personalisation does not necessarily mean creating a completely different benefits package for every employee. It can mean giving people choice, flexibility and different routes to support, depending on what they need.
Where Shoorah comes in
Shoorah can help organisations move away from a one-size-fits-all approach by bringing different types of wellbeing support together.
Its Employee Assistance Programme offers several levels of support, from 24/7 telephone counselling and advice through to video or face-to-face counselling and enhanced case-managed support.
Alongside professional support, Shoorah provides digital wellbeing tools, self-help resources, stress and resilience guidance, health tracking and personalised guidance, allowing employees to engage with their wellbeing in different ways.
For employers, the opportunity is to give people support that meets them where they are, rather than expecting everyone to navigate wellbeing in the same way.
Because employee wellbeing is personal. The support should be too.
