The New Employee Wellbeing Support Program (or employee assistance program) has been implemented worldwide since January 2023! All countries and sites are now covered with the same program.

You will find here the flyers by country with all the contact information.  Please use the flyers of your country and not only the language. The phone numbers and access codes are different in each country. 

It will give easy, free and confidential access to mental health and other support services, Syensqo puts in place the Employee Wellbeing Support Program that guarantees the availability of the following individual services to the employee and the members of an employee's household:

  • First confidential contact with a psychologist via multiple modalities (phone, chat, website...)
  • Up to six sessions (per distinct situation or issue) with a psychologist in the local or preferred language (face-to-face or virtually)
  • Work/Life Services: help finding resources/solutions to practical problems (find childcare solutions/housing solutions for elderly parents/find an attorney…)
  • Individual mindfulness coaching sessions (by phone) 
  • Wellness Coaching : individual coaching sessions on health topics such as smoking cessation or weight control 
  • Life Coaching: Individual sessions to navigate life transitions and maximizing personal and professional well-being. Change/Transition Management, Time Management and Organization, Career Development, Work/Life Balance, Personal Growth and Development.
  • Return to Work for New Parents 


    You can find all the detailed services here

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Fulfilled employees, who feel valued and cared for at work, will spread well-being around them, both professionally and personally, and more broadly within their community. 

The aim is to translate this ambition for a better quality of life at work into behaviors and actions.

Why is employee well-being so important?

The business world is complex and uncertain. To remain competitive and sustainable, the company must constantly evolve, which can lead to more intense and sometimes difficult periods. It is therefore essential to establish a culture of benevolence within the company, focusing on elements that generate well-being such as recognition, collaboration, team spirit, autonomy, inclusion, etc.

Indeed, a "Better Living at Work" program that looks after employees' well-being generates commitment and performance. Feeling fulfilled at work stimulates everyone's potential, brings creativity, optimism and positive energy, all of which enable people to give the best of themselves.

These information pages will help you to understand how, as an individual, you can look after your own well-being and contribute to that of your colleagues, to understand what well-being at work is and how it translates into behavior in everyday working life. 

The "Better Living at Work" program reflects this belief, and implements strategies to improve the health and quality of life of its staff.

Everyone wins in a culture of improving life at work. So let's get started!

What is Well-being at Work?

Well-being at work is a holistic approach to improving the quality of life for all employees. This includes various aspects. Well-being at Work is part of our sustainability strategy, and includes not only well-being at work, but also diversity, equity, inclusion, benefits, and other

What is Well-being at Work?

Well-Being at Work is a holistic concept which relates to all aspects of the working life that ensures workers are safe, physically and mentally healthy, satisfied, engaged and efficient. 

A Well-being at work is a CO-RESPONSIBILITY of all: employees, teams, HR, leaders and the Organization.

What is stress?

It's impossible to live without stress. We all experience stress, and that's perfectly normal. Have you ever noticed that stress can be positive or negative? Indeed, everything is based on subjective perception.

Stress is a natural process that can be positive, also known as positive stress or Eustress: for example, when you are challenged and have to step out of your comfort zone, but this will help you to acquire skills, evolve and grow. 

Negative stress or Distress: stress becomes negative when you are exposed for too long to a period of stress, challenge or uncertainty, without any period of rest. Rest can be a stress-free period, such as doing things well, or receiving recognition, even if you fail in your challenge (and it can happen!). If you have the support of your manager, your colleagues, your customers, to do better next time, and there are no reprisals, stress won't become negative.

What are the warning signs? How do I know when stress is impacting me?

Challenges that are stressful are good for motivation and allow us to be at our best. The problem is when stress becomes excessive : very present, very frequent, without pause, release, fulfillment - 

  • If you feel that you are facing difficulties you can not manage, if you can not organize or prioritize your work
  • If you detect negative changes, even small, lasting more than 15 days, in :
    • Mood (irritable, sad, depressed, angry...)
    • Behaviors (isolation, detachment, distance,...)
    • Performance (working as always but with lower efficacy - real or perceived)
    • Lifestyle (eating disorders, sleep disorders,...)
    • Lack of concentration and energy, headaches, dizziness, panic attack
    • Stomach issues such as acid reflux and ulcers, change in appetite leading to weight loss or gain
    • Suppressed immune system leading to high levels of inflammation and illness
    • Joint pain and lowered bone density, muscle tension, tightness
    • Increased heart rate and blood pressure leading to increased risk of high cholesterol and heart attacks
    • Sleep disorders, mainly sleep deprivation such as insomnia, due to feeling tense and anxious.

How to manage or reduce stress

Identify and use your personal resources : each one is different; know yourself to make better use of your strengths.

  • Think about your feelings and thoughts 

Give them a name. Observe where they are located in your body. What are the causes? Think with perspective. Define what you can do (in your perimeter of action or influence) to decrease risk factors and increase resources. Accept what is outside of your perimeter of action.

  • Speak out

Express your concerns to your manager. If you need support : speak with a physician, nurse or psychologist (see info below)

  • Organize and prioritize
    • Plan your tasks (no matter how small) and estimate how much time you'll need.
    • Prioritize, especially in case of urgency. Decide what the most urgent task is (important vs urgent)

Manage your work-life balance

    • Take breaks and make time for yourself
    • Set a clear time that marks the end of the working day
  • Adopt a healthy lifestyle
    • Good sleep - lack of sleep adds to stress
    • Nutrition - practice better eating habits
    • Exercise, walking and movement generate endorphins (which provide a good mood) and promote better sleeping
  • Socialize
    • Connect with people, stay in touch with your loved ones.
  • Focus on the present (avoid excessive thinking of negative aspects of either the past or the future)
    • Enjoy what you are doing at each moment, be positive and see the good side of things, express gratitude and be kind. 
  • Relaxation
    • Mindfulness, deep breathing, cardiac coherence. Being calm will help you have more clarity and make better decisions.


Some tools can be used to reflect on your Wellbeing at work and improve it:

  • The workload assessment - This tool can help you identify your workload difficulties and initiate a discussion with your manager. 
  • Pulse surveys -  conducted three times a year, these surveys will help us assess our well-being at work.
  • The Employee Assistance Program which offers:
    • 5 sessions with a psychologist for personal and professional topics per participant and per topic. 
    • Global Wellness Questionnaire: a brief online assessment of the user's well-being, focusing on risk factors that have the most negative impact on health. 
    • Work/Life Services: help finding resources/solutions to practical problems: find childcare solutions/housing solutions for elderly parents/find an attorney/…
    • Individual mindfulness coaching sessions
    • Wellness Coaching : on health topics such as smoking cessation or weight control 
    • Life Coaching: to navigate life transitions and maximizing personal and professional well-being : Change/Transition Management, Time Management and Organization, Career Development, Work/Life Balance, Personal Growth and Development. 
    • Return to Work for New Parents 
  • The mobile working wiki page with all support materials : one of the components to play on to generate well-being at work.

The Syensqo Group recognizes the fundamental importance of work-life balance as a guarantee of a better quality of life and better company performance. By means of this charter, which is applicable in its establishments, Syensqo undertakes to promote a culture, a work organization, a management style and behaviors that encourage this balance. In an international context and one of rapid technological change, this charter is a pragmatic reminder to everyone of the good practices to be respected.

Having a special interest in well-being at work allows you to take care of yourself but also of your colleagues and your organization. It allows you to be an actor of your well-being and of your fulfillment. There is no better person than you to take care of you. Obviously the company is responsible for our well-being, but by being aware and attentive, it allows us to act upstream, to prevent risks, to identify or help others to anticipate and avoid problems. All together we contribute better than alone. Well-being is everyone's business!

Training modules

Find the training module that better suits you:

Please refer to the following links to learn more about the topics



During your employee journey at Syensqo you and your efforts, time and energy should be noticed, recognized and rewarded. It might be important for your and is important for Syensqo that you feel that way. 

There are multiple layers or ways of recognition you should expect:

  • Informal or formal recognition
  • From your colleagues, peers, line manager, senior leadership or even customers
  • It can come in “one-on-one” environment or in a broader Team, Country, Entity or even Group level 
  • It can be as simple as “Thank you” or in a form of “Feedback” or supported by awards, gifts or cash awards (sport bonus, annual bonus or profit sharing etc.), development opportunities or a promotion.

When referred to Recognition people most commonly will refer to “Pay for Performance” or bonus programs, however, recognition is not all about monetary rewards. 

In regards to recognition there are few important moments to consider:

  1. Recognition is not something that only Managers do or should do - anyone can and should recognize behaviors or values demonstrated or successes achieved by others as this encourages repetition of particular behaviors or achievements
  2. Most meaningful recognition is timely recognition - the closer is the recognition to the situation being recognized the better
  3. The more specific you are in your recognition efforts the more meaningful it is
  4. Don’t forget - Feedback is also a recognition!

Click here to learn more about different Recognition programs available at Syensqo.





The New Employee Wellbeing Support Program has started to be implemented worldwide! Syensqo Cares about employee health and wellbeing (the program has also been added to the Syensqo Cares agreement, alongside maternity/paternity leave, disability insurance etc).

It will give easy, free and confidential access to mental health and other support services, Syensqo puts in place the Employee Wellbeing Support Program that guarantees the availability of the following individual services to the employee and the members of the employee's household:

  • First confidential contact with a psychologist via multiple modalities (phone, mail, chat...)
  • Five sessions (per distinct situation or issue) with a psychologist in the local or preferred language (face-to-face or virtually)
  • Legal, financial, managerial and wellness orientation (relating for example to nutrition, tobacco, mindfulness, parenting...)

For more information regarding the new EAP, please refer to this document.

As a leader, you play a key role in taking care of the well-being of your people by maintaining a positive and healthy  work environment. In addition to offering initial support immediately, you need to reiterate the availability of the EAP services and encourage them to use it as appropriate.

  • You need to  closely observe your employees’ work performance and behavior over time and assist employees, should a they need any support/Report any issue related to and under the scope of EAP;
  • If you notice a significant and/or prolonged change in an employee’s behavior or performance, you may consider a referral to the service as an option.

As a leader, supervisor, or team leader your employer expects you to handle a lot of responsibility at work, whilst also balancing personal and family obligations. To support you with these challenges your Manager Assist service is available to provide free, confidential information, referrals and counselling. You can access the Manager assist service through the standard  WPO contact point, either via the call or the app Iconnectyou.

Management Referrals

  • WPO offers formal and informal processes for company managers and representatives to refer their clients to the EAP for appropriate clinical services. 
  • Company representatives are generally clients in Human Resources or Occupational Health. 

Manager Consultation

  • Managers can benefit from the expertise of our counselors. Manager Assist is a highly specialized service for managers that includes expert advice in handling difficult and complex employee matters. 
  • These consultations are available to provide guidance regarding issues affecting individual behaviors that are impacting not only employee and team performance, but the entire department. 

The majority of referrals to the program are employee self-referrals. But sometimes people need a little assistance from their managers.

Why should managers refer an employee?

  • Help an employee solve a work or personal problem that interferes with work performance;
  • Protect and keep the employee and others safe from harm;
  • It is cost effective - lost productivity, accidents, absenteeism, lawsuits and  disability claims cost companies billions each year;
  • Makes you an effective manager with less stress; 
  • The employee will receive assistance from a qualified professional.

If you are new to Syensqo's Wiki space, you may need to link your Google Drive in order to see embedded documents.

Follow the instructions here. 


Support Material



Why this Moment Matters

Welcoming emotions from your employees is part of integrating private and professional life in a positive way. Whether the event is bringing good news or a difficult experience, the way you, as a manager will give room to the employee’s expression and needs will have a huge impact.

What to do as a leader

  • Where to draw the line between private and professional is not an easy call and is for you to appreciate. Whenever the collaboration, performance, team organization or other work-related aspects are touched by the individual’s private events, a dialogue seems fair to have.
  • It takes courage to show vulnerability. Listen carefully to the employee’s need to distill where you might have levers of resources to support within the professional context. 
  • Don’t hesitate to suggest contacting our Employee Assistance Program if needed.
  • If the event is a happy one, don’t waste a good opportunity to celebrate! 


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