Espresa Case Studies

I’m consulting with a lot of HR leaders right now, and their chief concern? Employee stress, mental health, and wellbeing. Businesses are taking a hit, but so are their people and cultures. Without rebooting how we support our employees to help them be at their best, we begin to lose productivity and business continuity. It’s mission-critical.

The goal is to figure out how to make all the technology work together. Historically, these HR platforms would leave teams stuck with a legacy system for years. Now with new technology, you can alter things based on your workforce. If you want to do more from an employee resource group perspective, if you want to appeal to an older workforce or an earlier career stage workforce, you can look for platforms and technology to support those needs. And to me, that’s one of the coolest things about what we’re all facing.

I’m really thinking about benefits, perks, employee experience, and engagement as we come to this new revised normal, and with employees, some working full-time remote, people moving countries, people moving states, just much more flexibility and how we will structure and design our benefits, perks, and wellbeing programs. Also how we will communicate those to people around the world. (Espresa Global Forum on Employee Reimbursements)

Administering programs like employee reimbursements and lifestyle spending accounts (LSAs) add a significant burden to already stressed HR teams. Espresa's platform handles this efficiently and allows companies to fund activities that define and promote their personal benefits.