Lockton helps clients identify and implement ways to improve care, provide better employee experience; and increase understanding, engagement, satisfaction and productivity.

— SERVICES & SOLUTIONS

Employee Experience & Engagement

Talk to Us Today

Enhancing workplace satisfaction

Lockton helps clients identify and implement ways to improve care, provide better employee experience; and increase understanding, engagement, satisfaction and productivity.

Specialization

  • Benefits concierge

  • Full-time resources to address all employee benefits inquiries and concerns.

  • Personalized service and assistance

  • Disease management programs

  • Mental wellness

  • Open enrollment support

Meet our Employee Experience & Engagement Team

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Rhea Atienza-Ablan

Head of People Solutions, Philippines
Rhea.Ablan@lockton.com
+63 917 728 0939

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Ivy Bersalona

Vice President, Business Development Head & Benefits lead Consultant for New Clients
IvyClarice.Bersalona@lockton.com

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Trina Alsol

Vice President, Benefits Lead Consultant for Renewals, People Solutions
Trina.Alsol@lockton.com
+63 917 884 0381

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Crislyn Picana

Assistant Vice President, Head of Client Services & Relationship Management
Crislyn.Picana@lockton.com

General Inquiries

Get in touch

info.philippines@Lockton.com

News and Insights

The Philippines’ renewable energy expansion is gaining momentum, fueled by ambitious government targets and increasing investor confidence. Yet as policies tighten and timelines accelerate, the clean energy sector faces a new kind of challenge—political risk. This article examines how shifting regulations, administrative changes, and project cancellations can affect investor confidence and project continuity, and explores how political risk insurance and proactive risk management can help protect renewable energy investments and ensure long-term stability in the country’s energy transition.The Vulnerability of Renewable Energy to Political Risk

The Vulnerability of Renewable Energy to Political Risk

article
The Philippines is moving full speed toward renewable energy, spurred by government commitments, investor optimism, and the pressing need for energy diversification. The country is fast-tracking its clean energy transition with more than 1,435 renewable energy ...
The Vulnerability of Renewable Energy to Political Risk

The scope of renewable energy in business sustainability

The article examines how the Philippines’ target of achieving 40% renewable energy by 2030 is reshaping corporate decision-making, as businesses move to integrate clean energy solutions to stay competitive, manage risks, and ensure long-term operational resilience.The article examines how the Philippines’ target of achieving 40% renewable energy by 2030 is reshaping corporate decision-making, as businesses move to integrate clean energy solutions to stay competitive, manage risks, and ensure long-term operational resilience.

The Great Generational Divide in the Workplace

The Philippine workplace is now home to multiple generations, from those who grew up during martial law to Gen Z digital natives, creating both opportunities and challenges. Post-pandemic shifts in values, work styles, and expectations have magnified generational differences in communication, technology use, mental health perspectives, and definitions of professionalism. Cultural norms rooted in hierarchy often clash with younger employees’ calls for collaboration, flexibility, and openness about wellbeing. To bridge these divides, organizations must design inclusive policies, flexible benefits, tailored learning programs, and communication strategies that resonate across age groups. With thoughtful leadership, generational diversity can be transformed from a source of friction into a driver of resilience, innovation, and progress.The Philippine workplace is now home to multiple generations, from those who grew up during martial law to Gen Z digital natives, creating both opportunities and challenges. Post-pandemic shifts in values, work styles, and expectations have magnified generational differences in communication, technology use, mental health perspectives, and definitions of professionalism. Cultural norms rooted in hierarchy often clash with younger employees’ calls for collaboration, flexibility, and openness about wellbeing. To bridge these divides, organizations must design inclusive policies, flexible benefits, tailored learning programs, and communication strategies that resonate across age groups. With thoughtful leadership, generational diversity can be transformed from a source of friction into a driver of resilience, innovation, and progress.

Supporting employee mental health amidst natural calamities

The 2024 World Risk Index ranks the Philippines as the most disaster-prone nation, with over 432 areas declaring a state of calamity due to extreme weather events. Beyond physical damage, disasters have significant mental health impacts, with survivors facing higher risks of PTSD, anxiety, and depression, which in turn affect workplace productivity and morale. The article underscores the importance of integrating mental health support into disaster preparedness, citing DOLE’s mandate for workplace mental health policies. It recommends immediate post-disaster interventions like emergency communication, Employee Assistance Programs (EAPs), Psychological First Aid (PFA), and flexible work arrangements. Long-term resilience, the article argues, requires ongoing support systems, manager training, stigma reduction, and insurance safeguards to protect employees’ well-being and organizational stability.The 2024 World Risk Index ranks the Philippines as the most disaster-prone nation, with over 432 areas declaring a state of calamity due to extreme weather events. Beyond physical damage, disasters have significant mental health impacts, with survivors facing higher risks of PTSD, anxiety, and depression, which in turn affect workplace productivity and morale. The article underscores the importance of integrating mental health support into disaster preparedness, citing DOLE’s mandate for workplace mental health policies. It recommends immediate post-disaster interventions like emergency communication, Employee Assistance Programs (EAPs), Psychological First Aid (PFA), and flexible work arrangements. Long-term resilience, the article argues, requires ongoing support systems, manager training, stigma reduction, and insurance safeguards to protect employees’ well-being and organizational stability.
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