Skip to Content

Employee Wellbeing

We take pride in our robust Total Rewards approach to employee wellbeing programs, which support physical, mental and emotional, and financial health. Our goal is to provide employees with opportunities and choices and help them navigate work-life integration successfully.

we continued to expand access to mental health services and provided additional coverage for transgender essential services.

Our Approach to Wellbeing:

Through its people-first perspective, our integrated wellbeing strategy supports all aspects of our people's lives and empowers them to thrive. We focus on.

TOTAL WELLBEING: Support for physical, mental and emotional, and financial health.

EVOLUTION: Maintain programs to meet the changing needs of our diverse workforce and our firm.

INNOVATION: Understand growing industry/market trends and focus on evidence-based solutions.

ENGAGEMENT: Provide incentives, healthy lifestyle promotions, team-building opportunities, family engagement, and tools to encourage employees on their personal wellbeing journeys.

Our Commitment to Managed Flexibility

Booz Allen believes that a flexible approach to the workplace can go a long way in meeting employee and team needs. Through Managed Flexibility, we:

  • Connect with our clients when, where, and how they need our support.
  • Create flexibility for employees whenever and however we can.
  • Collaborate in reimagined workspaces with more hoteling desks, community areas, and collaborative meeting spaces.

Our goal is to balance what individual people and teams need to be productive and happy, how we support our clients' unique missions, and what our business needs to grow. When we work in person, we make that time matter, and when it makes the most sense to work virtually, we do so.

In a tight market for technical talent, Managed Flexibility provides us with competitive advantages. It enhances our employee value proposition for both recruiting and retention, and it helps our firm grow by allowing us to reach talent in more geographic areas.

We are committed to supporting the wellbeing of employees and their families—providing healthcare options, programs, tools, and resources to help them be well. Much like our people, our Total Rewards offerings go above and beyond, expanding alongside our people's life pursuits and needs. In addition to health, vision, dental, and disability insurance coverage, we offer a 6% 401(k) match, an employee stock purchase plan, several paid leave programs (including six weeks paid parental leave), and financial support for continuing education. To learn more about our employee wellbeing and benefits programs, please see our website.

In line with our commitment to Managed Flexibility, we provide on-demand digital resources that anyone can access anytime—from anywhere. Our digital wellbeing hub and reward platform provides comprehensive resources and personalized content for physical, mental and emotional, and financial wellbeing support.

We offer our employees up to 12 free Employee Assistance Program (EAP) counseling visits per instance, with the ability to select a counselor that reflects their preferences for the counselor's gender, race and ethnicity, and other characteristics. In addition, we implemented wellbeing coaching to support trending challenges around burnout, finding motivation, and building resilience.

We also provide broadened telehealth services to employees and their family members, enabling access to quality care for those who may live in communities with limited providers. In addition, last year more than 4,000 employees completed voluntary courses on mental health, emotional wellness, and other wellness topics.

Inclusive Facility Design

We continue to create employee workspaces for our future that reflect our Managed Flexibility approach and ensure our diverse workforce is comfortable and productive. Led by our Accommodations team in partnership with the Global Workplace team, we identify needs and implement accommodations—such as ramps, ergonomic seating, and nursing rooms. Through our NexGen workplace design initiative, we added features like wellness rooms and enhanced natural lighting over the past several years, and we introduced workspaces with reduced noise and lighting to meet some of the needs of neurodivergent employees. In FY23, we designed and built our new Chantilly Meadow Point facility to maximize natural light and ergonomic and collaborative workplaces while meeting current energy codes. In addition, we provide employees access to resources to outfit their home offices for remote work.