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The Well-Being Indicator

Horizons Workforce Consulting has created the Well-Being Indicator, the first of its kind, identifying where employees are doing well and where they need help. Customized to each client’s workforce, the Indicator serves as a clear roadmap illustrating where the organization is succeeding in its well-being initiatives and where there is room for improvement. Down the road, the Indicator provides a benchmark for comparative reassessments, enabling clear views of both how response programs are impacting employees, and which supports are — or aren’t — working.

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What Is Well-Being?

Well-being refers to the sum total of things that make people feel grounded and capable of successfully managing life; the elements that together make them feel fully capable of putting in their best performances. These elements include all areas of life: family, community, work, and financial, as well as physical and mental health. Depending on the particular pressure points of the employee, factors affecting well-being might include caring for an elderly parent, saving for retirement, paying bills, pursuing a child’s college education, losing weight, career direction, or having the time to be active in one’s community.

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The Business Case for Well-Being

Why invest the time and resources required to study well-being? Why engage experts to identify organizational goals and objectives aimed at improving employee well-being in the workplace? Challenges impede performances; well-being supports them. Understanding the unique well-being model for a given workforce enables us to complete a customized analysis and then develop a response strategy that illuminates what’s challenging a workforce and provides pathways for relevant responses. This type of progressive, proactive approach allows employers of choice to succeed and thrive for the long haul. It also enables high-performing workforces to deliver sustainable results and a measurable competitive advantage.

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A Direct Approach to Measuring Employees’ Well-Being

The best way to know what’s challenging our employees is to ask them. A comprehensive evaluation is unlike a typical employee opinion survey in that it is investigating, “How are you, our employee, doing?” rather than, “How are we, as your employer, doing?” Our evaluation takes into account leadership initiatives and goals as well as all critical areas affecting overall well-being including: resilience, personal life, health, financial wellness, and job satisfaction.

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Workforce Well-Being Strategy

The culmination of the Well-being Assessment is the Strategy session. Our consultants meet with client leadership to thoroughly vet the study findings, the implications on strategic organizational goals, and then define priorities to inform an action plan. Resources are identified to make the action plan real and serves as a road map for not only positively impacting employee well-being but the well-being of the organization itself. Such information is critical. Nightmarish commutes, for example, are more than just the stuff of watercooler chats; they can have measurable impact on employee well-being and on key factors such as productivity and culture.

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