How Philippine BPO Worker Health Issues Impact Your Bottom Line (And What to Do About It)

Every 18 months, the average worker walks out the door. But here’s what the spreadsheets don’t show you: 96% of them are working through chronic back pain, 93% can’t sleep, and depression rates among night shift workers run significantly higher than day workers.

The crisis in the Philippines’ BPO worker health runs deeper than most executives realize. These workers aren’t just leaving because they found better opportunities. They’re fleeing jobs that are systematically destroying their bodies and minds. And every time someone walks away, your company bleeds money in ways that rarely show up on quarterly reports.

The immediate business reality looks like this:

40% annual attrition rates compared to the global average of 10% across other industries. Recent IBPAP data shows that the BPO sector posted the highest attrition rate among all industries in 2023. That means nearly half your workforce disappears every single year.

32,221 documented occupational diseases in the BPO sector alone, according to the Philippine Statistics Authority. This number captures only the cases serious enough to be officially reported. Back pain topped the list at 23.9% of total cases, followed by occupational lung disease and neck-shoulder pain.

$8,000-$13,000 average replacement cost per departed employee, factoring in recruitment, training, and lost productivity during the transition. Industry research suggests replacement costs typically run 18-25% of an employee’s annual salary.

Six-month training cycle before new hires reach full productivity, meaning every departure creates a rolling cascade of reduced output.

These aren’t just human resources statistics. They’re early warning signals of a profit leak that’s costing companies millions, and most executives don’t even know it’s happening. The real damage unfolds quietly, in the space between someone’s final day and their replacement’s first productive month. It lives in the overtime costs, the service quality drops, the customer complaints that spike during constant staff transitions.

The truth is simpler than most business problems: healthy workers stay longer, work better, and cost less to maintain. Sick, exhausted, and burned-out workers don’t.

The Hidden Cost Cascade

Money has a way of disappearing when you’re not looking. In the BPO world, it vanishes through a thousand small cuts that executives rarely track because they’re too busy watching the big, obvious expenses. The real damage happens in the spaces between a resignation letter and a replacement’s first successful call.

The Turnover Spiral

Each departure triggers an expensive chain reaction that most companies underestimate by half.

Recruitment costs start the bleeding. Industry research shows that finding and hiring a replacement runs $2,000 for basic positions and climbs toward $20,000 for specialized roles. That’s just the visible stuff: job postings, recruiter fees, background checks, the HR time spent sifting through resumes and conducting interviews.

Training investment compounds the pain. The Association for Talent Development reports companies spend an average of $1,252 per new employee plus 33.5 hours of training time. In the Philippines’ BPO sector, where processes are complex and client requirements specific, those numbers often double. Every minute spent training a new hire is a minute not spent on revenue-generating activities.

Lost productivity during vacancy hits immediately. Contact center research shows companies lose an average of $1,500 per week in missed opportunities and overtime costs for each empty seat. Multiply that by the weeks it takes to fill a position, and you’re looking at $3,000 to $6,000 per departure just in lost operational capacity.

Overtime costs for remaining staff create a vicious cycle. When someone leaves, their workload doesn’t disappear. It lands on teammates who are already working at capacity. The overtime pay adds up, but the real cost is what happens next: those overworked employees start eyeing the exit too.

The Health-Productivity Connection

The link between worker health and business performance shows up in ways that traditional accounting misses.

Absenteeism from musculoskeletal disorders creates constant staffing gaps. With 96% of BPO workers reporting back pain, sick days become a regular drain on productivity. Each absence means another employee covering extra shifts, temporary staff filling gaps, or customers waiting longer for service.

Reduced output from sleep-deprived workers hits quality metrics hard. 93% of BPO workers struggle with insomnia, and tired workers make mistakes. They take longer to resolve issues, misunderstand customer problems, and require more supervision. The ripple effect touches every interaction.

Quality issues from stressed, burned-out teams damage client relationships. When agents are struggling with chronic health problems, their performance suffers. Call resolution times increase, customer satisfaction scores drop, and clients start asking uncomfortable questions about service standards.

Customer satisfaction drops during constant staff changes create long-term revenue risks. New agents take months to match the efficiency of experienced workers. During that ramp-up period, customers deal with longer wait times, more transfers, and less knowledgeable support. Some clients don’t wait around for things to improve.

The Domino Effect

The true cost of poor worker health isn’t just individual problems adding up. Each issue makes the next one more likely.

Overworked remaining staff become tomorrow’s departures. When healthy employees have to cover for sick colleagues constantly, their own stress levels spike. They start experiencing the same health problems that drove their coworkers to leave. The cycle accelerates.

Lost institutional knowledge with each exit creates operational gaps that money can’t easily fill. Experienced agents know which clients have unusual requirements, which processes actually work despite what the manual says, and how to handle edge cases that training programs never cover. When they leave, that knowledge walks out the door.

Reputation damage affecting future recruitment makes every subsequent hire more expensive and time-consuming. Word spreads fast in the Filipino BPO community. Companies known for burning through workers have to offer higher salaries and better benefits to attract talent. The recruitment costs spiral upward.

Compliance risks from health regulation violations add legal exposure to operational problems. The Philippines has strict labor laws around night shift work and employee health. Companies that consistently fail to protect worker health face fines, work stoppages, and regulatory scrutiny that can shut down operations entirely.

The Real Numbers

Here’s what this looks like in practice. A 100-seat call center with 100% annual attrition faces direct costs of over $500,000 annually before factoring in lost revenue and decreased service quality. That breaks down to roughly $2,000 in recruitment costs per departure, $1,250 in training investments, $3,000 in lost productivity during vacancies, and thousands more in overtime and quality issues.

But those are just the numbers you can measure. The real damage lives in the deals that don’t close because customers got frustrated with poor service, the clients who quietly move their business elsewhere, and the reputation hit that makes every future hire more expensive.

The math is simple, even if the solution isn’t: healthy workers cost less than sick ones, and stable teams cost less than constantly churning ones.

Solutions That Actually Work

The good news lives in the gap between what companies think they can afford and what they discover they can’t afford not to do. Every health problem that costs thousands to fix today costs hundreds to prevent tomorrow. The trick isn’t finding magic bullets. The trick is admitting that small, consistent changes beat grand gestures every time.

Ergonomic Interventions

Start with the chair. Start with the desk. Start with the screen that sits too low and the keyboard angled wrong. These aren’t expensive problems, and they don’t require consultants or committees or six-month implementation timelines.

Proper workstation setup pays for itself faster than most marketing campaigns. Research from the University of California Berkeley shows ergonomic interventions deliver a return of $2 to $10 for every dollar invested. A $500 ergonomic assessment and adjustment prevents $5,000+ in injury claims down the road. The direct benefit-to-cost ratio ranges from 2:1 to 10:1, meaning companies that spend smartly on ergonomics see immediate returns.

Regular movement breaks cut musculoskeletal complaints by nearly a quarter. Research published in occupational health journals shows a 23% reduction in workplace pain when employees take structured movement breaks every hour. That’s not theory. That’s workers reporting less pain, taking fewer sick days, and staying productive longer.

Adjustable equipment solves problems before they become medical claims. Sit-stand desks, monitor arms, and ergonomic keyboards cost less than a single worker’s compensation case. OSHA data shows musculoskeletal disorders account for 33% of all workers’ compensation costs. The math works in favor of prevention.

Mental Health Support

Mental health stopped being a nice-to-have benefit when it started showing up in turnover reports. Companies that invest in psychological support see the returns in their retention numbers.

On-site counseling services cut stress-related departures significantly. Research in workplace stress management shows employees who receive one-to-one counseling interventions report high effectiveness rates, particularly because support can be accessed promptly when needed. The immediacy matters more than the duration.

Flexible scheduling options reduce the health impact of night shifts without eliminating them entirely. WHO guidelines on mental health at work recommend flexible arrangements as reasonable accommodations that adapt working environments to worker needs. Companies that offer schedule flexibility report better retention and lower health claims.

Mindfulness programs deliver measurable reductions in emotional exhaustion. Multiple studies show 25% decreases in emotional exhaustion among employees who participate in mindfulness-based stress reduction programs. Research from call center environments specifically shows mindfulness associates with lower turnover intentions and less emotional exhaustion.

Comprehensive Wellness Programs

The best wellness programs don’t feel like wellness programs. They feel like practical support that makes hard jobs easier to handle.

Annual health screenings catch problems early when they’re still cheap to fix. Early detection saves treatment costs exponentially. A $200 screening can prevent a $20,000 medical crisis. The American Institute of Stress reports that for every dollar invested in mental health treatment, companies see $4 in improved health and productivity.

Workplace clinics reduce lost time by bringing care to the workplace. When employees can address health issues without leaving work, absenteeism drops and minor problems stay minor. On-site medical support also builds trust and demonstrates company investment in worker health.

Health insurance partnerships spread costs while improving outcomes. Research shows companies that integrate ergonomic practices into their safety strategies avoid liability and future-proof their organizations against evolving legal risks. Shared cost models make comprehensive health support affordable for mid-size operations.

Smart Scheduling Solutions

The future of BPO work doesn’t have to include destroying worker health to serve client needs. Smart scheduling protects both.

Hybrid work models reduce commute stress and improve work-life balance. Industry surveys show 70% of BPO workers prefer flexible arrangements. Companies that offer hybrid options report better recruitment outcomes and higher retention rates. The technology exists to make this work well.

Rotating shifts versus permanent nights minimize circadian disruption without eliminating coverage. Research on shift work health impacts shows permanent night shifts create more health problems than rotating schedules. Strategic rotation spreads the health burden while maintaining operational requirements.

Adequate rest periods align with both the Philippines’ labor law and health research. Current labor regulations require specific rest periods and health protections for night shift workers. Companies that exceed minimum requirements see lower injury rates and better compliance outcomes.

The solutions work because they address root causes instead of managing symptoms. They cost less than the problems they prevent. And they create competitive advantages that show up in talent acquisition, client satisfaction, and operational stability.

The companies that figure this out first will have the healthiest workers, the most stable operations, and the lowest total cost of workforce management. The companies that wait will keep paying premium prices for the same problems, year after year.

Implementation Roadmap

Change happens in increments, not announcements. The companies that succeed with worker health programs start small, build momentum, and let results drive expansion. The companies that fail launch grand initiatives with ribbon cuttings and quarterly reviews and watch them dissolve into good intentions.

This roadmap works because it follows a simple truth: you can’t manage what you don’t measure, and you can’t improve what people don’t believe in.

Phase 1: Immediate Wins (30 days)

Start with what you can see and touch. Start with problems people complain about every day. Start with changes that cost hundreds instead of thousands and deliver results people notice immediately.

Ergonomic desk assessments and basic adjustments give you credibility before asking for bigger changes. Walk through your operation with a checklist. Monitor heights, chair adjustments, keyboard placement, lighting angles. Fix what’s obviously wrong. Adjustable monitor arms cost $50. Proper desk chairs cost $200. The impact shows up in worker comfort within days, and comfort translates to productivity within weeks.

Employee health survey to establish baseline tells you where the real problems live. Skip the 47-question corporate wellness questionnaires. Ask five simple questions: What hurts? How often? How much does it affect your work? What would help most? When did it start? The answers will surprise you because they always do. The problems you think you have and the problems workers actually experience rarely match.

Partnership with local healthcare providers builds the foundation for everything that follows. Find clinics that understand shift work. Find doctors who’ve treated BPO workers before. Negotiate group rates for basic services like health screenings and urgent care. Having accessible, affordable healthcare removes the biggest barrier to early intervention.

The goal here isn’t transformation. The goal is proof that change works and management takes worker health seriously.

Phase 2: System Building (90 days)

Now you build the infrastructure that turns good intentions into reliable processes. Now you create systems that work whether the person implementing them cares about worker health or just wants to hit their numbers.

Formal wellness program launch gives structure to what you started informally. This doesn’t mean branded water bottles and step-counting competitions. This means clear policies on health support, defined processes for accessing services, and communication channels that actually reach workers. Make it simple to understand and easier to use.

Manager training on health-related productivity issues teaches supervisors to spot problems before they become crises. Train them to recognize signs of stress, sleep deprivation, and physical strain. Teach them when to refer workers for help and how to accommodate health needs without disrupting operations. Managers who understand the connection between worker health and team performance become allies instead of obstacles.

Health metrics integration into performance dashboards makes worker health visible to decision makers. Track sick days, injury reports, turnover rates, and exit interview reasons alongside productivity metrics. When executives see health data next to business results every week, they start making different decisions. The correlation becomes impossible to ignore.

This phase requires some budget and considerable attention from leadership. The investment pays back through reduced turnover and improved productivity, but it takes three to six months to see clear results.

Phase 3: Culture Transformation (6 months)

Culture change happens when new behaviors become normal behaviors. When taking care of worker health stops being a special program and starts being how you operate.

Employee health ambassador program creates champions throughout the organization. Pick respected workers from different departments and shifts. Train them to provide basic health education, connect colleagues with resources, and feed information back to management about emerging problems. Pay them for this work. When peers advocate for health instead of management, workers listen.

Regular wellness activities and competitions make health support visible and social. Monthly blood pressure checks, quarterly health fairs, walking groups, stress management workshops. Keep participation voluntary but make it convenient. The goal isn’t perfect attendance. The goal is normalizing conversations about health and creating opportunities for workers to take action.

Health outcomes tied to operational KPIs proves the business case for continued investment. Measure the relationship between wellness program participation and productivity metrics. Track how ergonomic improvements affect quality scores. Document the connection between mental health support and customer satisfaction ratings. When health programs show up as drivers of business success, they become permanent fixtures instead of budget line items.

Six months gives you enough time to see real changes in worker behavior and business outcomes. It also gives you enough data to justify expansion or refinement.

Phase 4: Optimization (Ongoing)

Optimization never ends because work environments change, health challenges evolve, and what worked last year might not work next year. The best programs adapt continuously.

Data-driven program refinements keep your efforts focused on what actually works instead of what feels good to offer. Review participation rates, health outcomes, and worker feedback quarterly. Kill programs that don’t deliver results. Expand programs that exceed expectations. Test new approaches based on emerging research or worker requests.

Advanced health screening and intervention builds on the foundation you’ve created. Partner with healthcare providers to offer on-site screenings for diabetes, hypertension, and mental health. Provide access to specialized services like physical therapy or nutrition counseling. The goal is catching problems early when they’re still easy and cheap to address.

Industry benchmarking and best practice sharing keeps you competitive and helps you learn from others’ mistakes. Join industry associations focused on worker health. Attend conferences. Share your results with other companies facing similar challenges. The Philippines BPO community is small enough that successful programs get noticed and copied quickly.

The timeline matters less than the sequence. Some companies will move faster, others slower. Some will skip steps, others will repeat them. The key is maintaining momentum and measuring results.

Start where you are. Use what you have. Do what you can. The perfect program that never launches helps nobody. The imperfect program that actually happens can save careers, reduce costs, and change lives.

Your workers are telling you what they need through their sick days, their turnover, and their complaints. The only question is whether you’re ready to listen.

Measuring Success and ROI

Numbers turn health programs from feel-good initiatives into business investments that either work or don’t. The measurement starts before the program does. You establish baselines not because some consultant’s playbook says so, but because without knowing where you started, you’ll never know if you arrived anywhere meaningful.

Health Metrics

These numbers track the human cost of work and whether your interventions actually reduce suffering. They’re leading indicators that predict business problems before business problems show up in quarterly reports.

Reduction in occupational disease reports tells you if physical improvements are working. Current Philippine BPO data shows 32,221 documented cases annually, with back pain leading at 23.9% of incidents. Track monthly reports by type of injury. Watch for patterns by department, shift, or workstation type. A 20% reduction in the first year means your ergonomic interventions are preventing real injuries, not just improving comfort.

Decreased sick leave utilization shows up in attendance records you’re already tracking. Calculate average sick days per employee by month, then compare periods before and after program implementation. Factor in seasonal variations and major health events. Successful programs typically see 15-25% reductions in health-related absences within six months.

Improved employee satisfaction scores require asking the right questions in the right ways. Skip generic engagement surveys. Ask specifically about physical comfort, stress levels, access to health support, and confidence in management’s commitment to worker wellbeing. Track scores quarterly. Look for improvements in responses about feeling supported and valued, not just overall satisfaction.

Lower stress and burnout indicators connect to productivity and retention outcomes. Use validated tools like the Maslach Burnout Inventory or simpler stress scales adapted for shift workers. Research shows 93% of Philippine BPO workers report insomnia, so improvements in sleep quality become measurable indicators of program effectiveness.

Business Metrics

Health programs succeed when they solve business problems. These metrics connect worker wellbeing to operational performance in ways that matter to people making budget decisions.

Decreased recruitment and training costs show up immediately in HR budgets. Track cost per hire, time to fill positions, and training expenses per new employee. Industry averages run $8,000-$13,000 per replacement, so any reduction in turnover directly improves these numbers. Calculate monthly recruitment costs as a percentage of total payroll to spot trends quickly.

Improved retention rates matter most when you set specific targets. Aim for 30% improvement in retention within 12 months. Current Philippine BPO attrition runs 40% annually, so effective programs should drive this toward 25-30%. Track retention by department, shift, and tenure to identify where interventions work best.

Increased productivity per employee requires careful measurement to separate health program impacts from other operational changes. Monitor metrics like calls handled per hour, quality scores, and customer resolution rates. Look for improvements in consistency and reduced performance variability among team members dealing with health issues.

Enhanced customer satisfaction scores reflect the downstream effects of healthier, more engaged workers. Tired, stressed employees deliver worse customer experiences. Track customer satisfaction ratings, complaint resolution times, and repeat business rates. Healthy workers typically deliver 10-15% better customer satisfaction scores.

Reduced workers’ compensation claims provide clear financial benefits with direct attribution to health programs. Monitor claim frequency, severity, and total costs monthly. Ergonomic interventions alone can deliver 2:1 to 10:1 returns through reduced injury claims.

Financial ROI Calculation

The math works when you measure the right things and calculate honestly. Here’s how the numbers typically break down for companies that implement comprehensive health programs correctly.

Investment costs run $1,500-$3,000 per employee annually for effective programs. This includes ergonomic assessments and equipment, health screenings, mental health support, wellness activities, and program administration. Larger operations see lower per-employee costs through economies of scale.

Return calculations focus on prevented departures because that’s where the biggest savings live. Each prevented departure saves $8,000-$15,000 in recruitment, training, and lost productivity costs. Add reduced sick leave, lower injury claims, and improved productivity for additional returns.

Break-even analysis reveals programs pay for themselves quickly. At $2,000 annual investment per employee, preventing just one departure in every five participants covers the entire program cost. Most successful programs prevent departures at much higher rates while delivering additional benefits through reduced absenteeism and improved performance.

ROI timeline varies but follows predictable patterns. Ergonomic improvements show returns within 30-60 days through reduced injury reports. Retention improvements appear within 6-9 months. Full ROI typically materializes within 12-18 months for programs implemented systematically.

The calculation looks like this: Take your current annual turnover rate and multiply by total employees to get departures per year. Multiply departures by average replacement cost to get total turnover expense. Calculate program cost per employee times total employees. If program reduces turnover by 30%, multiply turnover savings by 0.3. Subtract program costs from turnover savings for net ROI.

For a 500-employee operation with 40% turnover: 200 departures yearly at $10,000 each equals $2 million in turnover costs. A $1.5 million wellness program that reduces turnover to 28% prevents 60 departures, saving $600,000 annually. Net ROI: negative $900,000 in year one, positive $600,000 annually thereafter.

The numbers work because the problems are expensive and the solutions are not. Sick employees cost more than healthy ones. Turnover costs more than retention. Prevention costs less than treatment.

Track what matters. Measure consistently. Calculate honestly. Let the results guide your next decisions.

The Competitive Advantage

The best advantages are the ones your competitors don’t see coming. They’re busy playing the game everyone else is playing while you quietly change the rules.

Beyond Cost Savings

The money you save is just the beginning. The real advantage lives in what becomes possible when you’re not constantly fighting fires, replacing people, and explaining to clients why service keeps slipping.

Attracts higher-quality talent in competitive markets because word travels fast in the Philippine BPO community. Engineers talk to engineers. Customer service reps know other customer service reps. When your company becomes known as the place where people don’t burn out, where night shifts don’t destroy your health, where management actually cares if you’re suffering, the applications start coming from places you’ve never recruited.

The best workers have choices. They choose companies that won’t break them.

Builds reputation as employer of choice in ways that no marketing campaign ever could. Awards and industry rankings matter less than what people say at family dinners, in coffee shops, in the conversations that happen when someone asks, “How’s work?” When your employees recommend your company to their friends instead of warning them away, you’ve created something that money can’t buy.

Reduces risk exposure and compliance issues because healthy workers file fewer complaints, require less accommodation, and create fewer legal problems. Philippine labor law requires specific health protections for night shift workers. Companies that exceed these requirements operate with comfortable margins while competitors scramble to meet minimum standards.

Creates sustainable operations models that work in year five, not just quarter one. When you’re not burning through people, you develop institutional knowledge. Teams gel. Processes improve. Clients work with the same account managers for years instead of months. Everything becomes easier when the foundation isn’t constantly shifting.

Enables geographic expansion with confidence because you’ve proven you can take care of people. Opening new sites becomes about finding the right location and hiring good people, not about whether you can avoid repeating the mistakes that made your current operation expensive and unstable.

Industry Leadership

Leading means going first, not following faster. The companies that figure out worker health today will be writing the playbook everyone else follows tomorrow.

Positions company ahead of inevitable regulatory changes because governments eventually respond to patterns. When enough workers get sick, when enough families suffer, when enough medical costs accumulate, regulations tighten. The companies already operating above minimum standards adapt easily. The companies cutting corners scramble to catch up.

The Philippines cares about its BPO industry. That care will eventually translate into stronger worker protections. Better to be ahead of the curve than caught by it.

Demonstrates corporate responsibility to global clients who increasingly care about their supply chain’s impact on workers. Multinational corporations face pressure from shareholders, activists, and employees about working conditions in their outsourced operations. The BPO that can provide detailed reports on worker health, satisfaction, and retention becomes the safer choice.

Creates case studies for franchise and partnership opportunities because success stories travel. When your health programs deliver measurable results, other companies want to know how you did it. Some will pay to license your approach. Others will offer partnerships. A few will ask you to manage their operations.

Success becomes a product you can sell.

Builds internal expertise in emerging market operations that transfers to other countries, other industries, other challenges. The systems you develop to protect night shift workers in Manila can protect factory workers in Vietnam. The mental health programs that work for customer service teams can work for software developers.

You become good at something that matters everywhere business operates.

The competitive advantage isn’t just that you spend money on worker health. Plenty of companies waste money on worker health. The advantage is that you spend money on worker health in ways that actually work, and you measure the results, and you improve the programs, and you build something sustainable.

Getting Started Tomorrow

Tomorrow is a choice. It always has been. You can wake up and decide that 96% of your workers experiencing chronic pain is just the cost of doing business in the BPO world. You can accept that half your workforce will walk away this year, taking their knowledge and your training investment with them. You can keep paying premium prices for problems that compound daily.

Or you can start.

Week 1: Conduct basic health survey and ergonomic audit. Walk through your operation with fresh eyes. Ask five simple questions about pain, stress, sleep, and what would help most. Check monitor heights, chair adjustments, lighting. Look for the obvious problems hiding in plain sight. This costs nothing but time and attention.

Week 2: Meet with local healthcare providers for partnerships. Find clinics that understand shift work and BPO health challenges. Negotiate group rates for screenings and urgent care. Build relationships before you need them. The conversations will teach you things about your workers’ health that surprise you.

Week 3: Train supervisors on health-productivity connections. Teach them to recognize signs of stress, sleep deprivation, and physical strain. Show them the numbers linking worker health to team performance. Give them permission to care about their people’s wellbeing as a business priority, not just a human one.

Week 4: Launch pilot wellness program with volunteer group. Start small with people who want to participate. Test one or two interventions. Measure everything. Let results guide expansion. The volunteers become your advocates when the program works and your teachers when it doesn’t.

Four weeks. Four actions. No committees, no consultants, no six-month strategic planning cycles. Just decisions followed by work.

The bottom line is simpler than the problems make it seem. Philippine BPO worker health problems are expensive, but they’re also solvable. Companies that invest $2,000 per employee in comprehensive health programs typically save $8,000+ per employee in turnover costs alone. The math works because sick workers cost more than healthy ones, and prevention costs less than replacement.

The choice isn’t whether to address these health issues. The choice is whether to address them proactively through strategic investment, or reactively through constantly replacing burned-out, sick workers. One builds competitive advantage. The other builds monthly recruitment budgets.

If you’re building remote operations or looking to improve what you already have, the expertise exists to do this right. While we’ve focused on the BPO industry throughout this article, these health challenges touch every company managing remote Filipino talent. Penbrothers operates in this space as an offshore staffing company—not a BPO, but adjacent to that world, facing similar challenges around worker wellbeing and remote team sustainability.

We understand that taking care of people and building businesses that last go hand in hand. The principles remain the same whether you’re running call centers or managing distributed teams: healthy workers stay longer, work better, and cost less to maintain.