The standard for **Workforce Optimization** in Kenya. Whether you're an employee, a manager, or a CEO, we have the strategic tools to help you thrive.
Select your role to find relevant strategic guides and advocacy tools.
We are not a clinic. We are the architects of a better working world. We bring together mental health organizations, HR professionals, and businesses to create workplaces that actually work.
Led by **Teddy Waithaka** (CEO) and **Gertrude Wangari** (President), we bridge the gap between generational expectations and traditional business practices through clinical and strategic excellence.
Meet Leadershipof Kenyan workers report high stress.
It's time to change the numbers.
Pushing for "Right to Disconnect"
Legislative Reform: We are actively lobbying parliament to introduce the "Right to Disconnect" bill. In an era of hyper-connectivity, Kenyan employees are often expected to be "always on," leading to chronic cortisol spikes and burnout. Our proposed legislation would legally protect an employee's right to ignore work communications after contract hours without penalty, mirroring successful laws in France and Portugal.
Mental Health as a Right: Beyond disconnection, we advocate for mental health to be treated with the same severity as physical safety. We are pushing for amendments to the Occupational Safety and Health Act (OSHA) 2007 to include "Psychosocial Hazards" as a mandatory assessment category. This compels employers to treat toxic management and unrealistic workloads as safety violations, just like a slippery floor or exposed wire.
Economic Advocacy: We provide data-driven reports to the Ministry of Labour demonstrating the GDP loss caused by burnout-induced turnover. By framing wellness not as "charity" but as "economic imperatives," we shift the national conversation. We advocate for tax breaks for companies that invest in verified wellness programs, creating a financial incentive for ethical leadership.
Training managers & MH first aiders
Managerial Competence: The saying "people leave managers, not jobs" is backed by data. Our core educational pillar focuses on retraining the "Old Guard" of management. We conduct "Empathy as Strategy" workshops that teach leaders how to balance KPI achievement with psychological safety. We dismantle the myth that fear equals productivity, replacing it with frameworks for "Servant Leadership".
Mental Health First Aid (MHFA): We believe every office of over 50 people should have a certified Mental Health First Aider, just as they have a physical First Aider. We provide a 3-day certification course teaching employees how to spot the early signs of depression, anxiety, and substance abuse in colleagues. This peer-to-peer support network catches issues before they escalate to crisis.
Financial Literacy as Wellness: Financial stress is a top distractor for Kenyan employees. Our education pillar extends to "Financial Wellness," offering workshops on debt management, NSSF understanding, and investment. By empowering employees to manage their finances, we reduce their cognitive load, allowing them to focus and thrive in the workplace.
Certifying wellness-optimized workplaces
The AWW Audit: We don't just talk; we measure. We have developed the "Kenyan Workplace Wellness Index," a 50-point audit covering everything from natural lighting ratios to grievance policy transparency. Companies invite us to audit their structure. We identify "structural stressors"—like open offices with no quiet zones or contracts with vague job descriptions—and provide architectural and policy blueprints for repair.
Policy Integration: A wellness week once a year is useless if the contract is exploitative. We help HR departments rewrite their Employee Handbooks to bake wellness into the DNA of the company. This includes structuring "Mental Health Days" as distinct from pathologized "Sick Leave," and creating clear, non-retaliatory channels for reporting harassment (as seen in our anonymous reporting tool).
Certification & Employer Branding: Organizations that pass our audit and implement our structural changes receive the "AWW Certified Employer" seal. In a competitive talent market, this seal signals to Gen Z and Millennial talent that this organization is safe. It turns wellness from a cost center into a powerful recruitment asset, reducing hiring costs and attracting the top 1% of talent.