In the first decade of 21th century, Reliance Industries Limited (RIL) had noticed an increase in mental health issues through routine employee physicals. By 2011, RIL had developed the principles of a "participatory strategy" for the deployment of health programmes across the organisation. It had also constructed an effective health and safety programme called CASHe (Change Agents for Safety, Health & Environment). Later, Reliance launched a programme called WISH (Work-life Improvement for Safety & Health) to promote work-life balance. Its objectives included empowering workers and their families to improve their well-being, educating workers about the importance of finding a work-life balance, offering psychological counselling to certain groups, and raising awareness and sensitivity among family members.

A thorough analysis of data from more than 20 EAPs in the USA, China, and New Zealand released by Morneau Shepell (Attridge, 2020a) revealed that Employees Assistance Program (EAPs) indeed offer a sizable return on investment for organisations that have implemented them. Based on usage, variations in EAP pricing, compensation levels, and other parameters, the estimated ROI ranged from 3:1 (i.e., $3 saved for every dollar spent) for small organisations to 5:1 for medium-sized businesses to 9:1 for large enterprises. The ROI was found to be 1:1 (i.e., $1 saved for every dollar invested) even at very low levels of utilisation, when only 1% of the employees used the EAP services, and this increased with better utilisation.

New York Committee for Occupational Safety and Health (NYCOSH) carried out a survey at New York City’s Amazon Fulfillment Center. The survey reported that 80% of the workers had been pressured to work harder and faster, 66% experienced physical pain while doing their regular work duties, and 42% of the workers had sustained physical injuries. Based on these findings, NYCOSH asked Amazon to build a comprehensive ergonomics program, and reduce line speeds.

Since its inception in 1972, Systems, Applications & Products in Data Processing (SAP) has grown to be a global corporate software firm with offices across 180 nations. SAP thinks that its dedication to employee well-being is a key factor in the company's success. A recent Forbes case study illustrated how SAP's primary business strategy includes employee well-being. There is evidence that spending on employee well-being can pay off financially. Additionally, when businesses prioritise employee wellbeing as a fundamental business strategy rather than only as a means of reducing employer healthcare expenses, it can result in real returns on investment (ROI) through increased engagement, decreased attrition, and increased productivity. SAP employees obviously enjoy their jobs, in part due to the company's positive workplace culture, management style, and well-being initiatives. SAP received Glass Door's 2019 Best Places To Work Award.