WELLBEING AS A BENEFIT

Support workforce wellbeing, retain great talent and push business performance.

Employees get a private, consumer-grade health experience. You get an anonymised analytics layer that translates cohort engagement into business outcomes — the only way both sides say yes.

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Results from our first pilot

Lewell x EDICOM, two-month pilot in Valencia, Spain. 24 employees enrolled across Rest & Mental Resilience and Sustainable Workload.

Lewell · Workforce insight

EDICOM — Pilot cohort, 24 employees

9 weeks of check-insValencia, SpainAggregated reporting only

Weekly engagement & adherence

Check-in rate Adherence among respondents

A missing check-in is treated as unknown, never as non-adherence. Cumulative reach grew to 20 of 24 employees by week 9.

End-of-pilot wellbeing snapshot

Knows where to seek support: 100%
Feels supported by colleagues: 98%
Workstation is comfortable: 96%
Feels motivated by their work: 88%
Enough recovery between workdays: 81%
Wakes up feeling rested: 75%
Works within normal hours: 69%

Share of post-survey respondents agreeing (n=13). Reported as an end-of-pilot level, not a pre/post change.

Program distribution & signals

Rest & Mental Resilience (Program B)
67%
16 of 24 employees — 89% report greater wellbeing awareness, 64% want to continue
Sustainable Workload & Boundaries (Program C)
33%
8 of 24 employees — 75% complete work within normal hours, 83% wake up rested

What gets in the way of micro-actions

Lack of time16
Forgot to do them14
No barrier — completed as expected4
On leave / vacation3
Lost motivation2
Not relevant to me2

Mentions across 43 weekly responses. Time and forgetting dominate — which is why reminders and 5-minute actions matter more than longer content.

Engagement by age band

20–2916 / 7 enrolled
30–398 / 5 enrolled
40–4911 / 5 enrolled
50–598 / 6 enrolled
60–690 / 1 enrolled

Weekly check-ins submitted per age band. Bands are wide enough to prevent re-identification.

Baseline assessment completed: 24 / 24; 100% of enrolled employees completed the confidential baseline; Observed
Adherence rate: 98%; of weekly check-ins reported completing micro-actions on 2+ days; 43 weekly responses
Ever engaged: 20 / 24; employees submitted at least one weekly check-in by week 9; Cumulative, week 9
More focused & productive: 46%; self-reported improvement since joining Lewell; Post-survey, n=13
Would recommend Lewell: 77%; advocacy score among post-survey respondents; NPS-proxy
Want to continue: 58%; renewal signal after the two-month pilot; Post-survey, n=13
Sick days during pilot: 0; illness-related absences across 24 employees over two months; Observed
Projected absenteeism savings: €5,733; 53.7 sick days avoided vs the Spanish benchmark × €106.84 daily cost; Illustrative model
More aware of wellbeing habits: 79%; self-reported change in habit awareness since joining; Post-survey, n=13

How the savings figure is built

Average annual salary of €26,817 (Valencia, all sectors, 2024) over 251 working days gives a daily cost of absence of €106.84. The Spanish medical-leave benchmark of 5.2% of contracted hours implies 2.24 sick days per employee over the 43 working days of the pilot, or 53.7 days across 24 employees. Zero illness absences were recorded, so the full 53.7 days are modelled as avoided: €5,733. This is an illustrative benchmark comparison, not an audited saving.

Want this dashboard populated with your own headcount and absence cost base? We build the model with you before the pilot starts.

Contact the team

Designed to satisfy HR, Occupational Health, and Works Councils approvals flow

HR leadership

Economic reporting: zero illness absences observed during the pilot and €5.7k of modelled absenteeism savings, alongside a 58% continuation signal — all at cohort level.

Occupational health

Clinical credibility: the two pilot programs were built with an occupational health doctor and drawn from a library validated against NIOSH, WHO, JD-R and ergonomics guidance.

Works council

No behavioural or performance monitoring. Non-responses are treated as unknown, never as non-compliance, and results are only reported in aggregate.

Germany's Federal Institute for Occupational Safety and Health estimates €134B in lost production and €227B in lost gross value added from incapacity for work — the economic case for prevention is already made. Lewell makes it auditable.