Purpose. The article provides an overview of theoretical approaches to the definition of employee well-being, discusses the problem of lack of a common understanding of the concept of corporate well-being in professional and academic literature. Findings. The theoretical contribution is to comparatively analyze existing approaches to the phenomenon of "well-being" and to refine its structural components and definitions. Implications for practice. The lack of unity of terminology makes it difficult to understand the meaning of the term and the phenomenon of "well-being" and to build policies in the management of staff's well-being. Narrow context of the study and accentuated psychology does not imply a holistic approach to managing the well-being of employees in practice, it makes it difficult to understand the link between the well-being of employees and the characteristics of management, business of the company, the features of the human resource management. The authors propose the following interpretation of the well-being: the well-being of the employee/staff is a condition in which the employee successfully realizes his own potential, works productively and contributes to the development of the company and society as a whole; the basic components of wellbeing are physical well-being (physical and mental health), social well-being (inclusion in society), financial well-being. Value of the results. This work can serve as a primary basis for developing management programs for employee well-being in companies that take into account international and local experience in identifying the most significant aspects of corporate well-being.
