Corporate Wellness Companies You Need to Know in 2026: Burnout Prevention at Work

(Featuring BetterMe Business, Calm, Spring Health, and Lyra Health)

Burnout prevention has become a core business priority in 2026 – not because organizations suddenly “care more,” but because the operational cost of chronic stress now shows up everywhere: absenteeism, turnover risk, stalled performance, safety incidents, and ballooning health plan utilization. 

Burnout is classified as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed, characterized by exhaustion, mental distance/cynicism related to one’s job, and reduced professional efficacy (1).

That definition points to the most important constraint on any vendor-led approach: prevention must include work design and psychosocial risk management, not just individual coping tools.

With that foundation, here’s a practical way to evaluate solutions and how four major providers fit into a modern burnout-prevention stack.

What can prevent burnout at work

Burnout prevention tends to work best as a multi-level system rather than a single program, using primary, secondary, and tertiary prevention:

1) Primary prevention: reduce stressors at the source

Primary prevention focuses on reducing workplace stressors at the source (e.g., workload realism, role clarity, autonomy, predictable scheduling, psychologically safe management). Actions to reduce job stress should give top priority to organizational change, and notes that combining organizational change with individual stress management is often most useful (2, 3).

2) Secondary prevention: build skills and recovery capacity

This layer builds skills and recovery capacity (e.g., stress-management skills, sleep and recovery habits, mindfulness, movement), which can help reduce stress symptoms – effects vary by context and implementation (4, 5).

3) Tertiary prevention: fast access to effective care

This level prioritizes timely access to effective support and care when needs become clinically significant (6).

In practice, employers often combine at least two layers (for example, wellbeing programming plus EAP/clinical support), while strengthening primary-prevention actions through leadership and operations (7, 8).

A buyer’s lens for 2026

When comparing corporate wellness and mental health vendors for burnout prevention, prioritize:

1. Engagement and time-to-value: Can employees get benefit within minutes (micro-interventions) rather than weeks?
   
2. Coverage across burnout drivers: sleep, stress skills, movement, manager enablement, and social connection – plus escalation paths when needed.
   
3. Clinical rigor (when relevant): evidence-based protocols, credentialing, and outcomes tracking.
   
4. Measurement and privacy: aggregate analytics for HR, strong data security, and clear boundaries between employer reporting and individual confidentiality.
   
5. Implementation realism: onboarding, communications, manager toolkits, and integration into daily workflows (not “another portal”).
6. Global and accessibility needs: languages, inclusive content, and availability across regions/time zones.

Here’s an overview of corporate wellness companies for burnout prevention at work, presented in alphabetical order. The order is for readability only and does not represent an official ranking or endorsement.

Read more: 5 Employee Wellness Apps Every Company Needs in 2026

BetterMe Business

BetterMe Business is a corporate wellness solution centered on habit-building across mental and physical wellbeing, with both employee-facing tools and employer-facing insights. On its corporate wellness program page, BetterMe Business describes an “all-in-one” approach that includes an engagement dashboard, short workouts, nutrition guidance, step tracking, meditation/mindfulness, and sleep content.

How this can support burnout prevention

Secondary prevention is the core fit: BetterMe Business emphasizes accessible movement, guided mindfulness, and micro-breaks that can be embedded into the workday. The platform also highlights “make breaks effective” via short warm-ups and guided meditations integrated into Zoom – an implementation detail that matters because it can reduce access friction by embedding short breaks into existing meetings/workflows.

Where BetterMe Business can be useful

• Teams that need structure and momentum: challenges, reminders, and daily actions can make wellbeing tangible.
• Utilization rates, engagement metrics, and participation dashboards: Actionable insights to demonstrate adoption and inform HR decisions.
• Teams with diverse fitness needs: BetterMe Business highlights inclusive workout options including mobility-friendly and pain-adapted sessions.

The ZONE3000 case study describes a 12-month wellness journey combining fitness, mental wellness support, and nutrition guidance. The article reports survey-based outcomes (e.g., perceived positive changes in team dynamics) and qualitative feedback; this information is informative, but should be treated as self-reported and context-specific rather than generalized clinical evidence (9).

Implementation Recommendation

Use BetterMe Business as the employee activation and daily-habit layer – especially effective when paired with leadership behaviors (meeting norms, workload planning) and a clinical partner for employees who need higher-acuity support.

BetterMe provides members with tailored plans that are based on their unique physical, psychological, and lifestyle needs and health goals. Start using BetterMe Business solutions to transform your team and business!

Calm (Calm Health / Calm Business)

Calm’s employer offering is oriented around scalable mental health support and engagement. Calm Health’s employer page describes personalized, evidence-based programs developed by psychologists, designed to help organizations support employee mental health and increase engagement (10).

How this can support burnout prevention

Calm is strongest for secondary prevention (stress regulation and recovery), with particular utility in:

• Sleep support and downregulation practices (critical because sleep disruption is both a contributor to and consequence of burnout patterns).
• Low-stigma entry points: mindfulness and sleep content can attract employees who may never use “therapy-first” benefits.

Calm Health explicitly notes that it is a mental health wellness product and is not intended to diagnose or treat conditions – language employers should mirror in communications to avoid medical-claim risk while still promoting access pathways.

Implementation Recommendation

Choose Calm when your biggest gaps are stress recovery, sleep, and broad-based engagement, and you want strong privacy posture plus an approachable front door. Pair it with:

• primary-prevention actions (manager norms, workload hygiene), and
  
• clinical providers (EAP/therapy partners) for escalation.

Lyra Health

Lyra describes itself as a comprehensive mental health benefit delivering evidence-based care for employers (11). 

How this can support burnout prevention

Lyra is a major player for tertiary prevention – and particularly relevant when burnout is co-occurring with clinically significant symptoms that require professional care. Two practical differentiators show up repeatedly in employer decision-making:

• Clinical model and delivery structure
  Lyra highlights a guided member experience that helps people get matched with licensed professionals and start quickly, and it describes options that include coaching and multi-week care plans in some programs.
  
• Access and speed
  Wait times are a recurring pain point in mental healthcare access; Lyra explicitly frames “care without the wait” as a value proposition in its employer-facing materials, and independent employer benefit pages (e.g., large employers describing the benefit) often emphasize easier scheduling and faster access.

Implementation Recommendation

Lyra is a strong choice when you want a clinically rigorous, evidence-forward mental health benefit that can serve as a central access point for therapy/coaching/psychiatry. For burnout prevention strategy, pair it with an engagement layer (sleep, stress skills, movement) and primary-prevention management practices.

Spring Health

Spring Health is positioned as a comprehensive mental wellness solution for employers, offering therapy, psychiatric medication management, scheduled check-ins, and on-demand tools (12).

How this can support burnout prevention

Spring Health is often evaluated as a tertiary-prevention layer (access to therapy + medication management + navigation). In burnout prevention terms, this is the “don’t let it progress” layer: reducing time-to-care, supporting matching/navigation and tracking outcomes.

Spring Health also emphasizes structured approaches such as measurement-based care in its materials (a core concept in modern mental health delivery), aligning with employers’ increasing demand for demonstrable impact rather than utilization alone.

Implementation Recommendation

Spring Health fits organizations that need a high-performing mental health care layer: quick access, support for complex needs, and an outcomes-oriented model. For burnout prevention, it is most effective when your culture also addresses primary drivers (workload, control, manager capability), because clinical care alone cannot “treat” an unhealthy operating system.

Read more: Workplace Wellness Initiatives That Put People First (And Actually Work)

The Bottom Line

Burnout prevention works best as a layered system – reduce workplace stressors where possible (primary), make daily recovery supports easy to use and widely adopted (secondary), and ensure fast access to professional care with outcomes tracking when needs become clinically significant (tertiary). No single program covers all layers, so the strongest approach combines organizational changes, scalable day-to-day support, and clear escalation pathways.