JPMorganChase, TD, PepsiCo, and Blue Cross Blue Shield of Alabama earned the Business Group on Health's top honor this year. The through-line across them points the way for every employer.
By Kristie Howard, SVP Customer Success, meQ
There are weeks that remind me why I love this work. This is one of them.
The Business Group on Health recently named 56 employers to its 2026 Best Employers list for Excellence in Health & Well-being, and 4 of them are meQ customers.
JPMorganChase took home a rare triple recognition. The firm earned the overall Best Employers Award plus special achievement in Excellence in Global Health & Well-being and Excellence in Mental Health.
Joining JPMC on the winners list: TD, PepsiCo, and Blue Cross Blue Shield of Alabama.
From a Customer Success seat, I get a front-row view of how these teams operate. Three patterns show up across every one of them.
Award-winning employers do not treat mental health as a one-month campaign or a perk tucked inside a benefits brochure. They build it into the day-to-day experience of work, alongside physical health, finance, and social support.
That is what the Business Group on Health singled out in its mental health category this year. JPMC's team wove resilience content into manager and leader training and built a standalone program on resilient teams.
The outcome: a 40% improvement in resilience and a 22% reduction in anxiety and burnout among enrolled U.S. employees.
TD followed a similar playbook, adding a new Lyra Health EAP to its mental health stack while keeping meQ in place as a core part of the experience. Mental health built into the everyday, not bolted on.
A well-being strategy that works in New York but falls flat in Jakarta is not a global strategy. It is a headquarters strategy with branches.
Dr. Winnie Ho, Asia Pacific Wellness Manager at JPMC, named the challenge: roughly 80,000 employees across 17 markets, different languages, different cultures, different time zones. PepsiCo faced a similar test when it scaled meQ beyond North American desk workers to frontline teams in Mexico, Brazil, India, Argentina, and the U.K.... in 8 weeks.
Both teams made it work by starting with local context and local language, then building out. PepsiCo and meQ used that eight-week sprint to build a shared resilience culture that crossed remote and frontline realities.
Winning employers don't guess. They measure well-being with the same rigor they bring to any other business signal, and they share what they learn with the managers who can act on it.
BGH scores applicants on metrics and evaluation right alongside leadership and culture. No coincidence.
JPMC reports results by demographic, seniority, and line of business so leaders see where strain is building on their own teams. That kind of visibility is what turns a well-being program into a workforce strategy.
Every winner on this list sits on top of a well-built stack. Benefits partners, EAPs, manager training, culture work, and more.
meQ is an important, integrated piece of that stack. The JPMC team has described meQ as connective tissue across their global ecosystem, and that captures what I see at our strongest partners.
meQ is the workforce intelligence and well-being platform underneath, helping leaders see risk ahead of time and helping employees build the skills that carry them through change.
What I love about these five customers is how generous they are with their approach. They share what is working, they learn in public, and they treat well-being like a team sport.
Congratulations to the JPMC team and to our partners at TD, PepsiCo, and Blue Cross Blue Shield of Alabama. You make this work feel like a true calling.
Curious what makes a well-being program award-worthy? Explore meQ's 2026 State of the Workforce Report to see the signals that set these winning employers apart.
