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Experience Origins
Kingdom of Saudi Arabia
Corporate Wellbeing Initiative

Invest in
People.
Grow the
Business.

A comprehensive mental health and wellbeing program designed for Experience Origins — addressing the true cost of disengagement, burnout, and disconnection with evidence-based interventions.

6x ROI
Per SAR spent on Wellness Programs
126B SAR
to KSA economy lost annually from lack of wellbeing
12% Profit
lost to companies annually from disconnection
Experience Origins · Confidential Strategic Document
Version 1.0
The Problem

What poor wellbeing
is costing your organisation

Each of these challenges represents a measurable, avoidable drain on your employees and each has a proven solution.

18% of Employee's Salary
per year
Depression & Disengagement

Disengaged employees cost the equivalent of 18% of their annual salary. Depression impairs executive function, accelerating cognitive decline and long-term productivity loss.

12% Profit Reduction
per year
Workplace Disconnection

Disconnected colleagues cost 12% in potential profit. By contrast, organisations with strong workplace connections report 36% fewer safety incidents and 7% more engaged customers.

15,000 SAR per Smoker
yearly
From Smoking

Smokers average 31% higher sick leave. Smoking at work is typically stress-triggered, and long-term smoking compounds mental health challenges, increasing depression and anxiety.

3,000 SAR Per Employee
per year
From Sleep Deprivation

Stress-induced poor sleep costs organisations SAR 2,500–3,156 per employee annually. Sleep-deprived workers miss an extra 5 days of work per year.

20–30% of Employee's Salary
per each deparating employee
Avoidable Turnover

Recruiting, hiring, and training a replacement costs 20–30% of the departing employee's annual salary. Burnout and unaddressed mental health are key drivers.

3–6 times average ROI
Reported for every riyal invested
The Opportunity

Every riyal invested in mental health programs returns between 3 and 6 riyals in reduced absenteeism, lower turnover, and improved productivity.

Program Architecture

Five Pillars of the
Wellbeing Program

An integrated, culturally sensitive framework built for the KSA workplace, addressing each identified cost driver with evidence-based interventions.

01
Mental Health & Resilience
Mind First

Tackle depression, anxiety, and burnout head-on with structured support, destigmatising mental healthcare in the workplace.

  • Confidential Employee Assistance Programme (EAP) with licensed counsellors
  • Stress management workshops and resilience training
  • Management Style Awareness Workshops
  • Mindfulness and guided meditation sessions
02
Connection & Belonging
Together at Work

Rebuild workplace connections that drive the 36% reduction in safety incidents and 12% profit uplift seen in highly connected teams.

  • Structured peer connection programme and buddy system
  • Cross-department collaboration challenges and team activities
  • Implementation of Social clubs (sports, reading, cultural) with company support
  • Regular pulse surveys to track belonging and connection scores
03
Physical Health & Lifestyle
Energy in Balance

Address smoking, poor sleep, and sedentary behaviour — the physical manifestations of workplace stress — reducing absenteeism and healthcare costs.

  • Smoking cessation program
  • Sleep hygiene workshops
  • Step challenge app with team leaderboards and rewards
04
Leadership & Culture
Lead with Care

Wellbeing must be modelled from the top. Leaders who demonstrate healthy habits and psychological safety create the conditions where programmes succeed.

  • Executive wellbeing coaching and leadership development
  • Psychological safety training for all managers
  • Wellbeing KPIs included in leadership performance reviews
  • Open-door policy frameworks and skip-level feedback mechanisms
  • Anti-burnout workload audits conducted quarterly
05
Financial Wellbeing
Security & Stability

Financial stress is a leading driver of anxiety and disengagement. Supporting employees' financial literacy and stability reduces mental load and turnover risk.

  • Financial literacy workshops and savings goal coaching
  • Retirement and investment planning seminars
Rollout Plan

12-Month
Implementation Roadmap

A phased approach ensures each pillar is embedded thoughtfully, building organisational capacity and culture before scaling.

Phase 1
M 1–2
Foundation & Diagnosis

Conduct a baseline wellbeing audit across the organisation. Identify highest-risk teams, assess existing benefits, and establish the Wellbeing Committee. Communicate the programme vision to all employees with senior leadership endorsement.

Wellbeing Survey Committee Formation Vendor Selection Leadership Buy-in
Phase 2
M 3–4
Mental Health Infrastructure

Launch the Employee Assistance Programme and mental health first aid training for managers. Introduce the anonymous check-in platform and run the first company-wide Mental Health Awareness Month campaign.

EAP Launch Manager Training Check-in Platform Awareness Campaign
Phase 3
M 5–6
Physical & Social Activation

Roll out smoking cessation programme, fitness partnerships, and the step challenge app. Launch the peer connection programme and first round of social clubs. Introduce the financial literacy workshop series.

Smoking Cessation Fitness Partnerships Peer Buddies Financial Literacy
Phase 4
M 7–9
Deepening & Embedding

Integrate wellbeing KPIs into leadership performance reviews. Conduct workload audits in highest-stress teams. Run mid-year engagement survey and adjust the programme based on data. Celebrate early wins publicly.

Wellbeing KPIs Workload Audits Mid-Year Survey Programme Refinement
Phase 5
M 10–12
Measure, Report & Scale

Compile full-year ROI report comparing baseline metrics. Present findings to board. Plan Year 2 expansion including additional services, family wellbeing benefits, and potential industry benchmarking with other KSA organisations.

ROI Report Board Presentation Year 2 Planning Benchmarking
Return on Investment

The business case
is undeniable

Evidence from global and regional studies consistently shows that structured wellbeing investment delivers substantial, measurable returns.

For every 1 SAR invested
6×
average return through reduced absenteeism,
lower turnover, and higher productivity
36%
Reduction in safety incidents in highly connected organisations
31%
Reduction in sick leave from smoking cessation
12%
Increase in profit when colleagues feel connected
7%
More engaged customers in wellbeing-led companies
Success Metrics

How we measure
what matters

Every pillar has clear, trackable outcomes. Quarterly reporting keeps the programme accountable and enables continuous improvement.

Engagement Score

Bi-annual engagement survey tracking connection, purpose, and satisfaction across all teams.

Absenteeism Rate

Monthly tracking of sick days per employee, segmented by team, role, and risk profile.

Retention & Turnover

Quarterly voluntary turnover rate and exit interview sentiment analysis.

EAP Utilisation

Anonymous tracking of EAP sessions, topics, and outcomes to calibrate support levels.

Physical Health KPIs

Smoking cessation rates, gym participation, step challenge engagement, and BMI trends.

Connection Index

Pulse survey metric measuring whether employees have at least one close connection at work.

Financial Wellbeing

Anonymised tracking of advance scheme usage and workshop participation rates.

Programme ROI

Annual cost-benefit analysis comparing investment against measurable savings in turnover, absence, and productivity.

Next Steps

Your people are your
greatest asset.
Treat them that way.

The evidence from KSA and around the world is clear: organisations that invest in wellbeing outperform those that don't — in every metric that matters.

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