Back to Blogs
Blog Headers (23)
Share this Article

​​We asked #TeamEames: What does Eames do well to support employees' mental health and wellbeing?

  • Publish Date: Posted 5 months ago
  • Author:by Sheridan Muir

This Mental Health Awareness Week, w​​e asked #TeamEames: What does Eames do well to support employees' mental health and wellbeing?

  • Eames has been able to strike a good balance in raising awareness, enabling employees to participate in events and offer 3rd party solutions. - Daniel Warwick, Singapore

  • At Eames, you’re bought into a company-wide ‘team feeling’ environment from day one. From the onboarding process and throughout, you’re made to feel that you have multiple avenues for advice and support, whether that’s those who you report into or your colleagues. Naturally, this creates a safe and comfortable space to reach out for help if you’re struggling and even to maintain a positive attitude day-to-day. - Amelia Mercer, UK

  • Eames is a great company for supporting their staff’s mental wellbeing. From wellness weeks to company-wide incentives geared around getting active to mindfulness training and cook-alongs, there is an array of support for everyone. We are encouraged to use the EAP platform, and the management team are very aware of the mental health of their team too. There is a culture of support and care that stems from the very top of the organisation, ensuring we are not burning out or feeling that we have to suffer silently. - Abigail Moss, UK

  • Organising sports and social activities and the management team make a conscious effort in taking note of workload and stress levels of staff, and adjust workload or headcount accordingly. - Vincent Yao, Singapore

  • Mental health is always part of the conversation at Eames, focusing throughout the year on stress awareness, wellness, mindfulness and keeping active. Our management team is supportive and approachable, creating a safe environment for conversations around mental health. - Heather Yardley, UK

  • We receive a lot of information on how we can better handle stress at work, which is a more proactive approach towards looking after employees' mental health. Our managers also relay a genuine concern on how we’re not only coping at work but also finding fulfilment in the work that we do. events, outings and bonding sessions! - Amelia Chan, UK

  • Allowing employees to choose which days we work from home and come into the office, as well as frequent initiatives and activities around mental health and well-being. - Viveca Riley, UK

  • Making sure employees have regular one-to-ones with their managers to talk about any problems they're having, I feel we are a very open company, and there is always someone here to listen or talk to. - Jessica Evans, UK

  • Eames organised a wellness week back in early March, which allowed the team to take an extra day off and put on various events and activities across teams and global offices to encourage employees to take care of their mental health. Our monthly EamesInk newsletter provides resources for people to use when it’s good for them. We also have a flexible working policy that allows employees to work from home with trust, which is excellent. - Jojo Yeung, Hong Kong

  • Organise sports events, outings, bonding sessions! - Lucas Tan, Singapore

  • A great number of things! In the UK, we have an Employee Assistance Programme from day one of employment. Eames promotes mental health through multiple channels and events and shares insights, resources, and webinars to bring action and awareness to all aspects of mental health. I also recently heard people in the office are being trained as mental health first aiders, which I think is something all businesses should be doing and makes me proud to be a part of Eames. - Jodi Macbeth, UK

  • Private medical Insurance allows for access to support, and an additional day off for our mental health as part of wellness week is always welcome and definitely has a positive purpose. We've certainly made tremendous progress at Eames, but there is a long way to go, generally, to allow people with mental health challenges (mild or severe) to be open and be their true selves in the workplace. - Andrew Mackay, UK