Employee Health and Wellness Programs: What You Need to Know

Let’s set the record straight: Employee health and wellness programs are neither fads nor feel-good expenditures. Numerous studies over several decades paint a clear picture that these programs generate qualitative and quantitative value.

For example, a six-year evaluation of a Johnson & Johnson health promotion program from 2002 to 2008 showed employees experienced lowered rates of obesity, high blood pressure, high cholesterol, poor nutrition, and more. Plus, the company saved an annual average of $565 per employee (in 2009, not adjusted for inflation), which produced a “return on investment equal to a range of $1.88–$3.92 saved for every dollar spent on the program.”

Over 15 years later, returns are still going strong—56% of human resources (HR) leaders report at least $2 in return for every $1 spent on wellness programs, and 91% of HR leaders say the cost of their healthcare benefits decreased as a result of their wellbeing program, up from 78% in 2023.

The benefits of employee health and wellness programs cannot be denied. So, if you’re a provider who wants to learn more about what these programs look like and how they function to optimize patient care, keep reading.

Employee Health and Wellness Programs Explained

What They Are

Employee health and wellness programs are initiatives implemented by employers to support and improve the overall well-being of their workforce. These programs encompass a broad range of activities and resources aimed at promoting physical, mental, and emotional health.

Key components of employee health and wellness programs include:

• Physical health activities like fitness challenges, subsidized gym memberships, health screenings, and nutrition counseling.
• Mental and emotional health initiatives such as employee assistance programs (EAPs) for counseling and support, stress management workshops, and mental health awareness campaigns.
• Financial wellness acts like financial counseling, retirement planning assistance, and budgeting workshops.
• Lifestyle and work-life balance endeavors such as flexible work arrangements, paid time off and vacation policies, and workshops on work-life integration.

Benefits of employee health and wellness programs include:

• Improving employee health and productivity.
• Reducing healthcare costs for both employers and employees.
• Boosting employee morale and job satisfaction.
• Decreasing absenteeism and presenteeism (being present but unproductive).
• Creating a positive and supportive work environment.

When They Started

The history of employee health and wellness programs has a number of roots you can trace from a number of different angles.

Employee Health

The impetus for the employee health component can first be seen in the Industrial and Progressive Eras. Economic and social losses stemming from dangerous working conditions led to the Massachusetts Factory Act of 1877, which produced significant improvements in the industrial workplace.

Post-1900 support for further government regulation of worker safety and health inspired workers’ compensation and administrative rule-making by industrial commissions. “Complementing these new public initiatives, many corporations established voluntary safety programs,” says the U.S. Department of Labor.

Wellness

Meanwhile, you can trace the wellness component all the way back to 3000 B.C., to the Ayurveda system of medicine used in India. These are still major components today, but they do take a different shape than they did 5 thousand years ago.

“A holistic system that strives to create harmony between body, mind and spirit, Ayurvedic regimens are tailored to each person’s unique constitution (their nutritional, exercise, social interaction and hygiene needs) – with the goal of maintaining a balance that prevents illness.”

—Global Wellness Institute

Why You Need to Know about Them

As a provider, gaining knowledge of employee health and wellness programs can play a vital role in effectively promoting patient well-being, enhancing care coordination, and improving overall health outcomes. Let’s dive to see more details across a few of these areas.

Collaboration and Holistic Care

• Program offerings: Knowing what specific programs an employer offers (e.g., smoking cessation, weight management, stress reduction) enables you to reinforce and complement those initiatives in patient care. These programs may or may not include Occupational Safety and Health Administration (OSHA) requirements, though those naturally also play a role in the health and wellbeing of employees.
• Patient context: Knowing about a patient’s workplace wellness program can provide valuable context for their overall health and enable you to provide more holistic care. For example, a patient participating in a company fitness challenge might be more receptive to exercise recommendations.
• Referral and integration: You can refer patients to relevant employer-sponsored programs, creating a more integrated approach to health management. For example, you could refer a patient experiencing stress to their company’s employee assistance program (EAP).
• Collaboration: You can collaborate with employers and wellness program administrators to promote preventative care and health education. This may involve you participating in onsite health screenings, giving presentations on relevant health topics, or providing educational materials.

Patient Advocacy and Education

• Promoting program utilization: You can reinforce the healthy behaviors promoted by workplace wellness programs. When a provider’s advice aligns with the program’s goals, it can increase patient motivation and adherence.
• Addressing barriers: You can help patients overcome barriers to program participation, such as time constraints or lack of awareness.
• Health literacy: You can help patients understand the health information provided by wellness programs.

Occupational Health Considerations

• Work-related injuries and illnesses: Physicians should be aware of occupational health risks and how employer programs address them. This again may or may not include OSHA requirements.
• Return-to-work planning: You can collaborate with employers and patients to facilitate safe and effective return-to-work plans.
• Disability management: Understanding employer disability management programs is essential for coordinating patient care.

Program Effectiveness

• Evidence-based practices: You can advocate for the use of evidence-based wellness programs and practices.
• Program evaluation: You can contribute to the evaluation of program effectiveness by providing feedback and data.
• Scope: You can better understand the range of the programs offered can and cannot do, and your role within those limitations.

Who Runs Them

Employee health and wellness programs are typically managed through a combination of internal and external resources.

Internal Roles

• HR departments: HR often plays a central role in overseeing and administering wellness programs. They may be responsible for program development, communication, and implementation.
• Wellness coordinators/managers: Many organizations have dedicated professionals who specialize in managing wellness initiatives. They design, implement, and evaluate programs, and serve as a point of contact for employees.
• Wellness committees: These committees, which are often comprised of employees from various departments, contribute to program planning, promotion, and feedback. “They share the workload of building and sustaining wellness efforts so that success won’t depend on the passion of one or two individuals,” according to the Texas Department of State Health Services.
• Company leadership: Executive support is crucial for the success of wellness programs. Leadership sets the tone, allocates resources, and demonstrates commitment to employee well-being.

External Roles

• Healthcare providers: Organizations may partner with healthcare providers to offer onsite screenings, vaccinations, and health education.
• Wellness vendors: Many companies engage third-party vendors that specialize in providing wellness services, such as fitness programs, nutrition counseling, and EAPs.
• Consultants: Some organizations may hire consultants to help develop and implement effective wellness strategies.

How They Work

Employee health and wellness programs are designed to integrate health promotion into the workplace. Their operation varies significantly across industries, but some core principles remain the same.

General Framework

• Assessment: Many programs begin with a health risk assessment (HRA), which may involve questionnaires, biometric screenings, and fitness evaluations. This data helps tailor programs to the workforce’s specific needs. These programs may also use employee surveys to determine what types of programs would be most beneficial to the workforce.
• Program design: Based on the assessment, employers develop initiatives targeting key health areas. This can include areas such as physical activity (think subsidized gym memberships), nutrition (cooking demonstrations and healthy cafeteria options), mental health (EAPs and mindfulness sessions), and financial wellness (financial planning seminars).
• Implementation and promotion: Programs are promoted through internal communication channels (emails, newsletters, intranet, etc.). Program managers may use incentives such as gift cards or reduced insurance premiums to encourage participation.
• Evaluation: Program effectiveness is assessed through data analysis, including healthcare claims, absenteeism rates, and employee feedback. This data is used to refine and improve the program.

Industry-Specific Examples

• Technology: Tech companies often emphasize mental health and work-life balance. Programs may include flexible work arrangements and generous paid time off, onsite mindfulness and meditation rooms, access to mental health apps and online therapy, and ergonomic workstations and standing desks.
• Healthcare: Hospitals and healthcare systems focus on the physical and mental well-being of their staff, who often face high-stress environments. Programs might include stress management and resilience training, onsite fitness centers and healthy food options, initiatives to prevent workplace injuries, and EAPs to address stress and burnout.
• Manufacturing: Manufacturing environments can present physical risks. Programs often prioritize ergonomics assessments and training, safety programs and injury prevention initiatives, health screenings for occupational hazards, and smoking cessation and weight management programs.
• Corporate/office environments: These environments often focus on the sedentary nature of the work. Common programs include step challenges and fitness tracking, nutrition seminars and healthy snack options, stress management workshops, and financial wellness education.

Where Technology Fits In

Technology has become a powerful enabler in health and wellness programs for employees, enhancing their reach, personalization, and effectiveness. Here are a few examples.  

• Wearable technology and fitness trackers: Devices like fitness trackers and smartwatches allow employees to monitor their activity levels, sleep patterns, and heart rate. Data from these devices can be integrated into wellness platforms, providing personalized insights and motivating employees to achieve their fitness goals. Companies use this data in fitness challenges, and to reward employees for achieving health goals.
• Mobile apps: Wellness apps offer a wide range of features, including guided meditations, nutrition tracking, exercise routines, and stress management tools. These apps provide on-demand access to wellness resources, making it convenient for employees to prioritize their health.
• Online platforms and portals: Online employee health platforms serve as central hubs for wellness program information, resources, and communication. Employees can access health risk assessments, participate in virtual workshops, and connect with wellness coaches. These platforms can also be used to track employee participation, and to provide data for program evaluation.
• Telehealth and virtual care: Telehealth services provide employees with remote access to healthcare providers, including physicians, therapists, and nutritionists. Virtual care reduces barriers to accessing healthcare, particularly mental health resources, for employees in remote locations or with busy schedules.
• Data analytics: Data analytics tools enable employers to track and analyze employee health data, identifying trends and areas for improvement. This data-driven approach allows them to develop targeted wellness initiatives that address the specific needs of the workforce. This data can also be used to measure the return on investment (ROI) of the programs.
• Gamification: Technology facilitates the use of gamification techniques, such as challenges, leaderboards, and rewards, to increase employee engagement in wellness programs. Gamification makes wellness activities more fun and interactive, motivating employees to participate.
• Personalized programs: Artificial intelligence (AI) and machine learning are being used to create personalized wellness programs based on individual employee data and preferences. This enables employers to provide tailored recommendations for exercise, nutrition, and stress management.

Your Role in Employee Health and Wellness Programs

Employee health and wellness programs offer critical context for patient health, revealing lifestyle influences and potential occupational hazards. Providers like you can use this information to better collaborate with employers to promote preventative care and health education.

By recognizing the workplace as a health determinant, you can tailor care, improve patient outcomes, and strengthen your role in patients’ overall well-being.