Wellness at HoneyBook

As an organization where one of our values is “people come first”, the health and wellness of our employees is something we are committed to supporting. From robust benefit and leave offerings, to investing in programs that support their mental well-being, we’re regularly thinking about the different ways we can show up for our employees.

We recently sat down with Ashley Daigneault, People Business Partner, to learn about just some of the specific benefits and programming available to our US-based HoneyBookers. Read on to gain some insight into how we approach wellbeing at HoneyBook.

What are some of the key ways we invest in the well-being of HoneyBookers?

Ashley: Health benefits immediately come to mind. If our employees aren’t feeling their best, they can’t do their best, which is why we cover almost all their monthly premium expenses for health, dental, and vision coverage, with generous coverage amounts for dependents. Another healthcare benefit we’ve offered for some time now is access to quality primary care through One Medical.

When it comes to mental health, one of the most meaningful perks you can offer employees is access to time off. Our approach to time off is as flexible as it gets, and is designed to encourage employees to take the breaks they deserve. We have an “Open PTO” policy, and we keep an eye on who isn’t using their PTO in order to proactively support those who may need a gentle reminder to prioritize self-care; ensuring everyone feels empowered to recharge.

Let’s not forget leave options, where we set the bar high. So high in fact that we were recently included in a running list BuiltIn keeps of the Tech Companies with the Best Maternity and Parental Leave Policies. From comprehensive parental leave to compassionate support for family care and medical needs, we stand by our employees during life’s pivotal moments. For parental leave, primary caregivers get 16 weeks fully paid and 26 weeks of job-protected leave. Secondary caregivers get 8 weeks fully paid with 12 weeks of job protection. For medical leave, we offer 100% coverage for up to 12 weeks and then our long term disability plan will cover 60% of an employee’s salary. Last but not least, we offer 6 weeks fully paid for family care leave.

For us, benefits are just one part of the equation. It’s equally important to continually foster a work environment that prioritizes our employees’ well-being. We regularly invite external speakers to share their expertise on a variety of topics from “Conquering Digital Distractions” to “[Building] Courageous Connections”, providing employees helpful tools and frameworks they can use to build relationships, work toward balance, and achieve a greater sense of well-being overall.

It’s also worth noting that investing in our employees’ well-being also involves enlisting the support of our managers. We provide our managers with ongoing training and access to resources to empower them to show up for their teams with empathy, to support their teams in balancing workloads, and to provide their teams with meaningful feedback that is timely and empowers them to do better.

Last, but certainly not least, we have a dog-friendly office. Furry friends create opportunities for connection, they bring levity to the office, and are a welcome distraction from our day to day.

A healthy, happy team is the cornerstone of success. We prioritize well-being, because when our employees thrive, so does our entire organization.

The last few years have been especially taxing on people’s physical and mental health. How have we adapted or expanded our benefits offerings to support employees’ needs and meet them where they are?

Ashley: In times as challenging as these, flexibility is not just a perk — it’s a necessity.

We’re proud to say that in recent years, we’ve expanded our benefits offering to include paid memberships to Calm for guided meditations covering various aspects of well-being, Carrot memberships for access to family planning resources, and Spring Health memberships for access to three free therapy sessions, as well as three free coaching calls annually for all employees.

A few years ago, we also introduced a wellness stipend available to all employees, and we’re proud to say it’s still going strong today. Recognizing that wellness means something unique to each individual, we intentionally left the use cases for this stipend wide open. Whether it’s AirPod Pros for the avid runner or a trip to the nail salon for a pedicure, the stipend is there to support our employees’ diverse wellness needs.

Lastly, we adopted a hybrid approach to work that promotes balance. Employees come in 2x a week on set days, with flexibility. We understand that life comes up and there may be some weeks that employees can’t make it into the office on our designated days. Regardless, we aren’t checking badge swipes to see who is or is not coming into the office. We trust our employees.

Unexpected challenges will always arise and we are committed to creating a workplace that adapts to the needs of our employees.

We hope you enjoyed learning about some of the different ways in which we support our employees’ health and well being. If this sounds like the kind of place you’d like to work, we encourage you to visit our careers page for a list of current openings.

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