[August 25 People & Culture Expo | Yangjae AT Center] Launching NudgeCare Subscription, a New Way for Corporate Mental Health Management! 🌈
2026.08.20 12:48
Attention HR and Welfare Managers 👀
EAP or psychological counseling welfare,
After actually introducing it, the usage rate Is it less than 5%?
After actually introducing it, the usage rate Is it less than 5%?
Many HR and welfare managers for the mental health of employees
We are considering implementing an EAP (Employee Assistance Program), but
You will face similar concerns during the actual operation phase.
We are considering implementing an EAP (Employee Assistance Program), but
You will face similar concerns during the actual operation phase.
💬 We introduced EAP so that employees could receive counseling, but they feel burdened by the fear that word might get out.
💬 "95% of employees don't use the service compared to those who actually need it. Is it effective relative to the budget?"
💬 "Aside from simple counseling, are there any wellness programs that I can participate in without any burden in my daily life?"
New Employee Mental Health Management Beyond EAP
Beyond the 5% who need counseling,
Psychological care services that all employees find useful every day
Psychological care services that all employees find useful every day
Come meet us in person at the Yangjae aT Center on Tuesday, August 25, 2026.
🗓️ People & Culture EXPO Event & Dain Booth Information
A specialized B2B exhibition where you can compare and consult on organizational culture and HR welfare solutions in one place
🗺️ Easy directions to Dain Booth A13
After entering Wellness & Self-Development ZONE If you move in that direction A13 'Dain' booth You can easily find it.
▲ Location of Dain Booth in Wellness & Self-Development ZONE A13
🍀 What makes the subscription-based psychological care service 'Nudge.care' different?
The existing EAP A counseling center sought after a problem arises If it were,
NudgeCare is a mental health care service that all employees use habitually in their daily lives. no see.
NudgeCare is a mental health care service that all employees use habitually in their daily lives. no see.
01. Participate in light wellness in daily life
We encourage natural participation from all employees through burden-free daily care activities such as walking challenges, meditation and sound, self-diagnosis, and emotion journaling.
02. Early Detection of Warning Signs & Connection to Professional Counseling
We identify risk factors early through daily psychological care and diagnosis, and naturally connect you to professional psychological counseling when necessary.
03. De-identified Data Management for HR Personnel
It provides insights into identifying organizational mental health risks and usage trends while strictly protecting the confidentiality of individual counseling content.
04. Select a Customized Corporate Plan
Basic · Plus · Enterprise Through the plans, you can choose one that suits your company size, budget, and required level of benefits.
NudgeCare Operation Process
Psychological care in daily life → Check for danger signals → Connect with professional counseling → Organizational-level risk management
🎁 Top 3 Benefits Exclusively for Companies Visiting the Exhibition
We have prepared special benefits for corporate representatives consulting at the A13 Dain booth on August 25.
BENEFIT 01
🔥 Special price limited to exhibition visiting companies
When introducing Nudge Care after on-site consultation Special discount price for the first year only We will apply it for you.
BENEFIT 02
🧪 14-Day Free Trial + 1:1 Personalized Consulting
You can experience the service firsthand before implementation. 14-day free trial It provides.
BENEFIT 03 · First 30 companies
🏆 Free tissue diagnosis worth 3 million won
Among the companies with confirmed contracts First 30 companies targeting
Professional organizational psychological diagnosis worth 3 million won We support it for free.
Professional organizational psychological diagnosis worth 3 million won We support it for free.
※ Detailed application conditions and quotations will be provided during the on-site booth consultation.
🎯 If you are a manager with these concerns, please be sure to stop by!
✔️ Person in charge concerned about budget-effectiveness due to the low utilization rate of existing EAP
✔️ Person in charge of introducing an EAP or employee psychological counseling system for the first time
✔️ Person in charge of preventing job stress and burnout and wellness welfare
✔️ Personnel requiring organizational-level high-risk groups and psychological risk management
Please visit our booth and share your company's current concerns and the size of your workforce.
Suitable for the company's situation Compare operational strategies, plans, and quotes 1:1 We will do it for you.
Suitable for the company's situation Compare operational strategies, plans, and quotes 1:1 We will do it for you.
PEOPLE & CULTURE EXPO 2026
See you at A13 on August 25th! 👋
Yangjae aT Center Exhibition Hall 1
Wellness & Self-Development ZONE A13 Dain Booth
Wellness & Self-Development ZONE A13 Dain Booth
💌 Is it difficult for you to visit in person?
Even if the exhibition schedule does not work for you, please leave an inquiry online.
A representative will provide detailed guidance tailored to your company's situation.
Inquire about NudgeCare 1:1 Online Implementation → A representative will provide detailed guidance tailored to your company's situation.
Go to the official Nudge EAP website →
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- 03CommentsWe also have a lot of short-term contract workers during peak season, so I get confused every time I have to handle the training for rehired employees. I'm also curious how other places handle cases where contracts are renewed immediately without any gaps.132226.10.21
- 01coach AnswerHello, this is Nudge EAP ☺️ You should group tasks based on whether the actual work type and conditions are the same, rather than the process name. Tasks can be considered the same if the worker posture, number of repetitions and time, handling weight and frequency, movement, and equipment and tools are similar. Therefore, even within the same assembly process, it is better to separate "seated assembly" and "standing assembly while moving materials" into separate tasks. First, list the detailed tasks within the process and compare them using the criteria above; separating only the tasks with significant differences makes organization easier, even with a large workforce. If there are multiple tasks under the same conditions, you can select a representative sample that includes the worker with the highest workload. The KOSHA guide suggests using at least two tasks with high work intensity as a sample when there are 10 or fewer identical tasks. Shifts can be grouped together if the equipment, workload, speed, and personnel are the same, but if the conditions differ, please separate them by shift. For rotation workers, you can make a judgment by recording all detailed tasks performed during the day, along with the time and frequency of each. For the final classification, confirm the opinions of on-site workers, and if you record the basis for the grouping on the survey form, it will be easier to explain during inspections.753326.09.18
- 02CommentsThe distinction between receiving a report and reaching a conclusion is important. Global HR teams should secure immediate protection and confidentiality before trying to decide whether the conduct legally qualifies as harassment.734426.09.02
- 03coach AnswerHello, this is Nudge EAP.☺️ The simplest method is for employees to simply receive guidance and apply directly, as the company does not transfer personal information. If you want a health manager to forward a name and contact information to an EAP agency for contact, it is safer to explain the receiving agency, purpose, items, retention period, and the right to refuse consent, and to obtain clear consent from the individual. Since checkup results and symptoms are sensitive health information, do not consider them included in the existing health checkup consent; instead, please write down only the content to be conveyed and obtain separate consent. In practice, it is common to separate the options into ① consent for forwarding name and contact information and ② consent for forwarding checkup results and symptoms, ensuring that there is no disadvantage in using the EAP even if the second option is not agreed to. The burden of repeating explanations can be reduced by providing the option for employees to send a summary of their consultation request, written directly by the employee, to the agency. However, since the wording and procedures may vary depending on whether the contract with the EAP agency involves the outsourcing of personal information processing or the provision of information to a third party, please review the contract details with your in-house personal information manager before implementation. It is a good idea to define the scope of responses in advance to the company to prevent unnecessary feedback regarding consultation requests or their content.708926.09.21
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