If you work in HR or work closely with employees for a living, you’ve seen it all. From the high performer who suddenly disengages. The absenteeism pattern that doesn’t make sense because it is so sudden. The manager trying to navigate a team under pressure with very little room to breathe and limited support skills. Or the employee constantly facing financial problems so severe that they sometimes miss work or ask for advances.
These problems do not mean people are incapable of performing at their best. They mean there is a need to tend to employees’ needs, physically, psychologically, and financially.
In 2025, our Kaelo Lifestyle services data didn’t just show an increase in utilisation. It revealed something deeper about the workforce and the cost of ignoring the human behind the role.
Emotional Wellbeing: Counselling Services
Counselling engagement rose significantly compared to 2024.
Of those sessions:
- 74% of all cases were counselling cases, and we couldn’t be more proud. This shows that counselling is no longer seen as just another unused benefit. It is being utilised meaningfully. Employees are seeking support where it matters most.
- 3,706 were onsite counselling sessions.
This indicates reduced stigma and strong trust in employer-provided services. It also clearly shows that employees are asking for help earlier and when companies invest in structured employee support, it becomes a win-win situation for all stakeholders involved.
Coaching: A chance to grow and perform best
Managing teams is never an easy task. It doesn’t just require technical skills, it requires dedication, patience, assertiveness, emotional intelligence, and the list goes on. When management falls short, it reflects in performance and unfortunately, it is never a good look.
In the past year, most of our coaching cases were Leadership Coaching engagements. The outcomes were nothing short of remarkable, with consistently strong feedback.
Employees are looking to upskill, to elevate, and to continue growing within their organisations. Some are seeking leadership readiness to keep up with an ever-changing workforce and culture. Others are learning how to navigate new roles, promotions, or team dynamics.
This benefit is not remedial support. It is proactive investment.
Employees are also using coaching before disengagement sets in. Because we can all agree, sometimes we lose sight of what we love. Our passion fades. We become stagnant in our roles. Coaching helps reignite that spark. It encourages employees to show up not just with purpose, but with renewed determination.
Financial Wellbeing- The connection between finances and productiveness
Finances are often one of the driving forces behind counselling needs. With economic pressure at an all-time high, employees are struggling to manage their financial obligations and this inevitably spills into the workplace.
In the past year, 68% of support benefit usage was for financial advice.
Employees are actively seeking guidance to manage debt, remain within their cost-of-living constraints, and plan responsibly for the future.
Financial stress does not always present as a financial problem.
It shows up as:
- Reduced concentration
- Increased sick leave
- Heightened conflict
- Emotional exhaustion
It is clear: financial stress and mental health work hand-in-hand. Addressing one without the other limits the outcome and the outcome we are striving for is fully present, engaged employees.
2026: Making Lifestyle Benefits a Mandate
The conversation around Lifestyle services has shifted. It is no longer only about offering support when crisis strikes. It is about protecting productivity before it declines.
As organisations plan for 2026, the question is not whether employees need support. The real question is whether your current structure matches the realities reflected in workforce behaviour and most importantly, whether your structure supports the person in your workforce first.
Here are some of the positive outcomes of Lifestyle support:
- Risk mitigation
- Retention stability
- Leadership capacity
- Workforce resilience
Employees want to feel valued, not like replaceable resources. With Lifestyle as a structured benefit, one thing becomes clear: When employees are supported as people, not just performers, organisations perform better.
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