How LVL is prioritising mental health

With 2023’s theme being ‘mental health as a universal human right’, LVL Wellbeing is celebrating its internal values and how the company is spearheading the prioritisation of mental wellbeing within the workplace.

LVL Wellbeing is at the forefront of giving its team the tools to prioritise their wellbeing whether it is at work, or during their free time, which again, is carefully thought out and curated by the company’s leadership.

Here are the insights into why the LVL Wellbeing system works:

Flexible working hours

As a business, LVL Wellbeing understands that diversity is not a tick-box exercise and that building a team of diverse backgrounds and mindsets is critical for success. As such, the company has a real mix of employees; in terms of age, nationality, and location, and with that comes a mix of lifestyles and stages of life.

‘’Our flexible working hour policy speaks specifically to that and allows us to show up in life and consequently in LVL as our true best selves and ultimately perform better for the company,” said Orrin Benford, LVL Wellbeing’s chief operations officer, who is a father of three young children and lives in Australia.

Rest and recovery as a measurement of success

‘’Unlike most organisations, we actively encourage employees to adopt work afterlife, not life after work. We promote a culture wherein disconnecting from work and discouraging the expectation of always being ‘on’,” says Sebastian Agren, LVL Wellbeing’s chief commercial officer, who is based in Dubai.

“In fact, we emphasise the importance of rest and recovery so heavily that we are tracking it as a measurement of success.”

The monthly wellbeing allowance

‘’We have no real framework in place for ‘what this should be spent on’. Each LVL Wellbeing team member is on an individual wellbeing journey. Therefore, they need to be able to fund their respective journey in a way that’s conducive to their personal needs. For some, this may be a new pair of running shoes, for someone else this could be a session with a nutritionist. You spend on what you need, and you claim it back, no questions asked,” adds Agren.

Unlimited annual leave

“Interestingly, giving unlimited annual leave, we found employees not taking enough – so we’ve just announced a new policy whereby, leave is still unlimited, but with an enforced 25-day minimum,” says Sam Harvey, chief performance officer. Harvey is based in Dubai, but this year he frequently works remotely from Italy, Greece, and Bali.

Remote work

Ewa Golan, LVL Wellbeing’s marketing director based in Dubai, reflects on her unique summer experience. “The remote work policy not only enabled me to work from three different time zones, including Poland, during a family emergency, but it also introduced me to a work culture at LVL Wellbeing that has truly prioritised my mental health and wellbeing in a way I have never encountered before.”

These are some of the incentives and initiatives LVL offers its employees. Others include a 4.5-day week, and a monthly recharge Friday.

Visit www.lvl-wellbeing.com for more information on how to prioritise wellbeing.