11 Key Benefits of a Workplace Wellness Program & How to Build One

Workers who feel healthy will likely be more productive, take fewer sick days, and remain at their jobs longer. That means that both the employee and the employer benefit from this arrangement. However, getting to this point can be difficult. Transitioning from a “business as usual” to a workplace wellness program can be challenging. Employees may feel uncomfortable about the new changes. They may think their boss is invading their privacy or the program will expose their unhealthy habits. Building a culture of health at work takes time. Before reaping the many benefits of a workplace wellness program, you must first design and implement the program. This article will discuss the benefits of a workplace wellness program and offer valuable insights to help you achieve your goals from indoor activites like seated stretches to outdoor exercises.

Pliability's mobility app can help you create a comprehensive workplace wellness program that enhances employee well-being, boosts productivity, and fosters a positive work environment through effective design and implementation strategies.

What is an Employee Wellness Program?

A workplace wellness program is a proactive initiative employers offer to support employees in maintaining and improving their overall health and wellness. Corporate wellness programs go beyond the typical employee benefits package and offer targeted resources that encourage healthy habits, prevent illness, and improve quality of life. These programs can take many forms, from on-site fitness classes and flexible work schedules to mental health support and nutrition education. 

‍The Goal is Simple: To foster a work environment where employees feel supported in all aspects of their well-being, whether physical, emotional, or mental health. 

The Core Components of Employee Wellness Programs

A successful workplace wellness program covers multiple aspects of employee health and well-being. Below are some essential components you can consider including to create a well-rounded program: 

Physical Wellness

Supporting physical wellness is a cornerstone of most employee wellness programs. This may include offering on-site fitness facilities, subsidizing gym memberships, or promoting regular health screenings. Physical activity reduces health risks and can improve morale as employees feel healthier and more energized. 

Emotional Wellness

Emotional wellness addresses the need for employees to feel secure, understood, and supported. Programs may include:
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• Counseling access
• Mental health workshops
• Stress management resources
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When you prioritize your employees' emotional well-being, your workforce can be better positioned to handle challenges inside and outside the workplace. 

Work-Life Balance

Maintaining a healthy work-life balance reduces burnout and increases job satisfaction. Key strategies for allowing employees to manage their responsibilities at work and home effectively:
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• Flexible work hours
• Emote work options
• Sufficient paid time off 
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When your company prioritizes work-life balance, it can significantly boost corporate wellness, as employees feel more in control and less overwhelmed. 

Mental Health Support

Many workplaces may overlook mental health, but holistic employee health is essential. Offering confidential support through Employee Assistance Programs (EAPs), access to therapy, and mental health awareness initiatives can make a huge difference. Prioritizing mental health fosters a compassionate, productive workplace that drives employee engagement, morale, and a positive working environment. 

Health Education

Offering ongoing employee health education helps create a culture of wellness. This can range from hosting wellness workshops to providing:
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• Nutrition
• Sleep
• Stress management resources
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Educating employees on healthier lifestyles can improve individual well-being and build a more informed, health-conscious workforce. 

Creating an Effective Employee Wellness Program

Employee wellness programs have become increasingly popular as companies recognize the benefits of investing in their employees' health and well-being. Not all employee wellness programs are created equal. 

Several key factors contribute to the effectiveness of a wellness program: 

Employee Engagement

Employee engagement is critical to the success of any wellness program. When employees are engaged and motivated to participate, they are more likely to make positive changes to their health and well-being. Employers can encourage engagement by offering incentives, creating a supportive culture, and communicating the program's benefits. 

Clear Goals

Employee wellness programs should have clear goals aligned with the company's objectives. These could include reducing health care costs, improving employee productivity, or enhancing the company's reputation as a socially responsible employer. Employees who understand the program's goals are more likely to buy into it and actively participate. 

Resources

Wellness programs that provide employees with the necessary resources to make positive changes are more likely to be effective. These could include access to healthy food options, fitness classes, or mental health services. Employers should also give employees the time and flexibility to participate in the program. 

Management Support

Management support is crucial to the success of a wellness program. When managers actively support the program, employees are more likely to participate and feel valued. Managers can also lead by example by participating in the program and encouraging their teams to do the same. 

Customization

Every workplace is unique, and employee wellness programs should be tailored to the employees' specific needs. This could include offering different programs for different departments or incorporating cultural considerations. Customization can help ensure the program is relevant and engaging for all employees.

By considering these factors, employers can create effective wellness programs that benefit the company and its employees. 

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11 Key Benefits of a Workplace Wellness Program

1. Improves Employee Health Behaviors

Wellness programs are effective in changing and improving employee health behaviors. By improving the behaviors of a workforce, you can help your team members lower their health risks and adopt healthy habits that will benefit all areas of their lives. 

Research shows that wellness programs can encourage employees to:
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• Smokeless
• Eat healthier food
• Exercise more
• Manage stress more effectively
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Wellness programs also have been shown to help employees alleviate and better manage the symptoms of depression, improving their overall well-being.

2. Improves Employee Health

Helping your employees develop healthy habits, you help them avoid health complications that can lead to chronic disease. Wellness programs encourage employees to eat healthy foods and exercise, reducing the risk of long-term health problems and helping them feel more energized and happy throughout their work days.

A wellness program can also positively impact your team's mental health. Many companies encourage employees to adopt healthy eating habits and provide nutritious food on-site to encourage this behavior. Research shows that eating a nutritious diet not only provides sustained energy levels but can also reduce feelings of anxiety and depression.

3. Increases Productivity

Research shows that healthier employees are more productive because they're more rested, energized, and motivated to complete their work to the best of their abilities. By participating in wellness programs in the workplace, employees remain focused on maintaining healthy behaviors like exercise, which is shown to improve sleep and increase productivity.

4. Improves Employee Engagement

When companies create a culture focused on employee wellness, they typically have a more engaged workforce. Weight loss challenges, walking groups, and other wellness activities help employees feel more connected to their company and co-workers. 

These activities help strengthen employees' relationships with one another and their managers. They can increase the likelihood that an employee will remain with the company for a long time.

5. Improves Morale

A wellness program can help improve the morale of your entire team, as participating in one can create feelings of satisfaction among employees. Wellness programs help employees feel more supported in their health and wellness goals, which can help them feel more valued by their employers. These employees are more likely to embrace the opportunity.

Wellness programs can also add variety to the workday. Educational programs and wellness activities teach employees new things and add fun to the work environment, generating enthusiasm and boosting morale.

6. Reduces Stress Levels

While stress does occur in the workplace, a wellness program can help to reduce or eliminate prolonged stress that reduces productivity and leads to unnecessary absenteeism from sickness. Creating a wellness program focused on reducing workplace stress can improve your team's performance and employee retention.

7. Decreases Absenteeism

A wellness program improves employee health, impacting whether or not employees are absent from work. Employees who are healthy and stress-free are less likely to take leave. They are more invested in their work and are more productive in general.

Wellness programs often include measures to combat stress and boost mental well-being. Lower stress levels among employees contribute to better overall mental health, reducing the likelihood of burnout and improving job satisfaction. Happy and engaged employees tend to stay with their employees for a long time, reducing turnover and recruitment costs. ISDHdata indicates that every dollar invested in wellness programs leads to $5.82 in savings from reduced absenteeism costs. Such savings benefit employers in bountiful ways.

8. Reduces Healthcare Costs

Wellness programs can result in measurable savings for a company through reduced healthcare costs. Improving the health of a company's workforce makes those employees less likely to get sick or injured on the job. This means employees receive medical care less frequently, saving themselves and the organization money in healthcare expenses.

9. Improves Teamwork

When employees work well as part of a team, they're more productive, and the quality of their work also improves. They also tend to be more creative since teamwork generally results in better collaboration and innovative ideas. 

By participating in wellness programs together, particularly team-based activities, employees can strengthen their relationships, encourage each other, and hold one another accountable for their goals. Taking part in wellness activities outside of the workplace can also help with team bonding and camaraderie, further improving workplace communication and collaboration.

10. Attracts New Talent

Besides salary, prospective employees are also interested in seeing what other benefits a company offers. Research shows that many job candidates include wellness programs on the list of benefits that are extremely important to them. Some examples of wellness benefits that companies offer include: 
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• Wellness screenings
• Gym membership reimbursement
• On-site clinics
• Initiatives to serve healthy options at an on-site canteen
• Health and wellness competitions.

11. Improves Corporate Culture and Public Image

Wellness programs foster a culture of well-being that resonates both internally and externally. When a company invests in the health and well-being of its workforce, it sends a powerful message that employees are valued. This leads to:
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• More inclusive
• Supportive
• Positive company culture
  ‍
  

Wellness programs also contribute to a positive company image. Employers who invest in their employees' well-being are perceived as forward-thinking and caring. This positive image can be a strong draw for candidates who want to work for a company that genuinely values its workforce.

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How to Establish and Design a Wellness Program

1. Conduct Assessments 

The first step in creating an effective employee wellness program is to assess the employees' current health. This step helps determine which programs to implement and will ensure they are tailored to the health needs and interests of the workforce. 

Conduct employee surveys to evaluate employees' wellness interests and needs. Surveying employees directly helps assess the current climate regarding how a program might be received and what information employees are willing to share. 

The Centers for Disease Control and Prevention (CDC) 

Guides on designing an employee survey, including examples of survey topic areas. Next, conduct a health risk assessment. Assessing the health of the workforce will help determine which programs to implement. Several laws affect the use of health risk assessments. Consulting with legal counsel is recommended.

For general guidance, see the CDC's information on health risk assessments and the Equal Employment Opportunity Commission (EEOC) guidance on wellness programs regarding the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA). 

The Health Insurance Portability and Accountability Act (HIPAA) 

Will apply when wellness programs are part of the group health plan (premium incentives, etc.). An organizational assessment should determine which types of wellness programs to offer. Not all programs will be well used or supported by any one organization. 

Transamerica Center for Health Studies 

Offers a guide: 
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• Finding Fit: Implementing wellness programs successfully, with sample assessments for each type of program. Review group health plan utilization rates, both medical and pharmaceutical. This information can be obtained from the group health insurance carrier or third-party administrator. 
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The health culture must be evaluated, and environmental audits of the workplace in general must be conducted. See the CDC's environmental assessment. Performing an environmental audit will provide information on the workplace culture and its impact on driving employee wellness behavior.

2. Obtain Management Support 

Support from management is essential to building a successful wellness program. As with any initiative, management buy-in is critical for funding purposes, obtaining support throughout the organization, and approving policies and processes related to the program. 

Management can provide additional assistance by helping link the health promotion objectives to business outcomes, thereby positioning wellness as a fundamental part of the organization. The challenge in obtaining management support is communicating the potential value of a wellness program to the organization's bottom line. See Business Case for Employees for ideas on building a business case for wellness programs. 

Addressing the three questions below may help obtain the required support from senior management: 
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• What are the organization's short- and long-term strategic priorities? Employers should show how wellness programs support these strategic objectives. 
• What benefits can be expected from the wellness initiative, and what is the potential value of wellness promotion to the organization? 
• What are the leadership styles, pressures, strengths, and weaknesses of the organization's senior-level executives? 
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These answers can help determine the method of presentation.

3. Establish a Wellness Committee 

After conducting a needs assessment and obtaining management support, an employer can create an internal, employee-driven committee that helps build and sustain a wellness culture in the organization. This committee will help build organizational support and effectiveness for the wellness program. The responsibilities of the wellness committee might include the following: 
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• Evaluating the current programs, services, and policies that are available in the workplace. 
• Assessing employee needs and preferences. 
• Developing a health promotion operating plan, including a vision statement, goals and objectives. 
• Assisting in implementing, monitoring, and evaluating wellness activities. 
  ‍

Employers should invite committee members or ask for volunteers, ensuring there is cross-sectional representation, such as:
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• Members from the top management
• The HR department
• Information technology
• Communications/marketing
• The health and safety department, 
• Union representatives;
• Employees interested in health and wellness
  ‍

Employers may want to address these additional considerations for the wellness committee.
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• Determine how long wellness committee members will serve and how new members will be selected. 
• Employers may want to alternate committee members annually to avoid burnout and obtain new perspectives. 
• Select committee members who can best represent their peers, motivate others, and support the implementation of the wellness program. 
• Employers may want to obtain the support of committee members' supervisors in providing each committee member with time to devote to the committee activities.

4. Develop Goals and Objectives 

Using the information gathered from the workforce assessment, employers can establish goals and objectives for the program. For many organizations, a key goal is to improve workers' health and thereby reduce healthcare costs. Other goals include:
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• Reducing absenteeism
• Boosting worker productivity
• Increasing retention
  ‍

Wellness program goals and objectives are statements of broad, long-term accomplishments expected from the program. Each goal has one or more objectives to ensure that the goal will be accomplished. Objectives should be clear, time-limited, and stated so that it is easy to determine whether they have been achieved. Below are a few examples of goals and objectives: 
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• Reduce the number of employees who smoke by 5 percent in fiscal year 20XX. 
• Increase the number of employees enrolled in smoking cessation classes by 15 percent by the second quarter of 20XX. 
• Decrease the number of employees identified as obese by 5 percent in 20XX. 
• Increase the level of medication adherence of the employee population by 10 percent.

5. Establish a Budget 

Establishing a budget is a critical step in creating the wellness program. With funding, the program will continue. When creating a wellness budget, organizations should include the cost of incentives, marketing, and program design. Typical items in a budget would include screening vendor/other provider fees:
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• Incentives for participation
• Promotional materials
• Meeting provisions
• Pedometers/fitness trackers
• HR representative and committee member time, etc.
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Employers may want to consider looking for hidden funding resources: 
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• Surveys should be conducted to determine if employees would be willing to pay for an aspect of the wellness program, such as yoga or exercise classes. 
• Partner with the health insurance carrier to determine wellness components the insurance carrier offers. 
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These program costs are included in health insurance premiums. Research the option of participating in clinical studies from universities or hospitals that study the impact of workplace wellness programs. Research free community resources or programs to supplement the wellness program. Consider implementing low—or no-cost internal activities such as a lunch walking group.

6. Design Wellness Program Components 

Employers have great latitude in designing the wellness program. There is not one standard program, as each will vary based on organizational needs and resources. The wellness program may range from a very simple program to an elaborate multi-prong program. It is important to include various components that target risk behaviors and the needs and interests of the employees. 

Organizations can use the resources obtained in previous steps of organizational assessment, wellness committee data gathering and budgetary constraints, and goals and objectives to determine the types of wellness programs to include in the design. See the sections on “Actions Employers Can Take” in the Transamerica Center for Health Studies report, From Evidence to Practice. Workplace Wellness that Works, for ideas and guidance on specific types of programs. The company's level of desired involvement, determined from the organizational assessment in step 1, will be a key consideration in determining the types of programs to include. 
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Examples of common programs are as follows: 
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• Stress reduction programs
• Weight loss programs
• Smoking cessation programs
• Health risk assessments
• Health screenings
• Exercise programs and activities
• Nutrition education
• Vaccination clinics

Legal Considerations for Designing and Managing Workplace Wellness Programs

Although employers do have great latitude in designing wellness programs, like with the health risk assessments discussed earlier, employers still need to consider the legal issues and compliance requirements provided by the:
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• ADA
• GINA
• HIPAA 
• The Patient Protection and Affordable Care Act (PPACA) 
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The ADA prohibits employers from discriminating against individuals based on disability, including an employee's access to wellness programs. GINA allows employers to “request, require, or purchase genetic information” in connection with employer-provided health or genetic services only if the services “are reasonably designed to promote health or prevent disease.” 

Balancing Wellness Programs with Legal Requirements

The ADA has reasonable design requirements as well. When part of a group health plan, HIPAA mandates that individually identifiable health information collected from or created by participants in wellness programs is considered PHI and is protected by HIPAA rules. The 

PPACA requires that programs be reasonably designed to promote health or prevent disease. Programs must be reasonably designed to be available to all similarly situated individuals, and individuals must be given notice of the opportunity to qualify for the same rewards through other means. See more information in SHRM's toolkit, Designing and Managing Wellness Programs.

7. Select Wellness Program Incentives or Rewards 

Incentives or rewards are effective tools for changing unhealthy behaviors, adhering to healthy behaviors, increasing participation rates, or helping individuals complete a program. The argument for rewarding employees for participating in a wellness program draws from the basic principles of behavioral psychology. People are driven to act by the positive consequences they expect from their actions. Building a rewards system into a wellness program is a great motivator. 

Rewards can take many forms, including points that can be exchanged for goods, gifts celebrating accomplishments, or monetary awards. Over time, the motivation for rewards shifts from an external incentive to intrinsic reinforcement. Effective incentives will be commensurate with the effort required to practice the desired behavior. For example, incentives attached to smoking cessation or weight loss should be greater than incentives for participating in a lunch-and-learn seminar. Federal and state regulations may limit incentives, so employers should keep up to date on applicable compliance obligations.

8. Communicate the Wellness Plan 

The next step is to write and communicate the organization's wellness policy. This policy statement should include the organization's intent, level of involvement, and rewards and incentives system regarding employee wellness. When communicating the reward system to employees, presenting a John Doe example may help them understand the program in real-life terms. 

Communication is essential to marketing the program and ensuring participation. It is helpful to use communication to create a social culture where being healthy is valued. This can be done in many ways, using well-established marketing techniques and changing behavior, such as An attention-generating program rollout. A wellness program logo and slogans for various components of the program, such as:
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• Every Body Walk Now
• Wellness Wednesday
• Recess 
• Time Out for Tai Chi
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Visible endorsement and participation by upper management. Wellness education based on sound research. Persuasion of employees based on anecdotal situations. Sustaining the message and the program over several years. Multiple avenues of communication, such as:
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• E-mail
• Fliers
• Presentations
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Repetition of the message. Keeping the message fresh with new information. Ongoing communication and marketing are important for maintaining engagement in the wellness program.

9. Evaluate the Success of the Program 

As with any investment or project, evaluating the wellness program's effectiveness is important in sustaining management and employee support and in revising or implementing new programs. Employers should have established metrics and baselines at the rollout of any wellness initiative, which will vary depending on the programs implemented. 

Employers may also want to measure the return on investment (ROI). Regardless of the tools or measurements used, evaluating the wellness program's effectiveness is an important step in its ongoing management.

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