The below content was originally published on the Insperity blog, a great source of information for business and HR best practices.
Employee wellness has become a core part of the modern workplace. As expectations shift, many workers now consider mental health, work-life balance and overall wellbeing just as important as salary and job security. In response, employers are investing more in wellness programs not just as perks, but as strategic tools for retention, productivity and employee satisfaction.
Why employee wellness programs are worth the investment
There’s a growing body of evidence that employee wellness programs are important and deliver a valuable return on investment (ROI).
When done well, employee wellness programs can:
- Improve employee health, which can help companies contain health insurance costs
- Decrease absenteeism and, therefore, increase productivity
- Boost morale and employee engagement
- Show employees they’re valued, which can strengthen loyalty and improve retention
According to an employee survey conducted by the Society for Human Resource Management (SHRM), 62% of employers consider wellness initiatives to be “very important.” In fact, wellness programs ranked within employers’ top six benefits.
The existence of employee wellness programs may not necessarily make or break a job offer, but they can certainly set your company apart for job candidates when all other factors are equal. In a job market tilted in favor of employees and applicants, a comprehensive and well-executed wellness program may very well tip the scales in your favor.
With this in mind, whether your company has instituted an employee wellness program or you’re thinking about doing it, you may wonder:
- How do I confirm that what my company offers is desirable to employees?
- How does my company’s wellness program stack up against our industry peers and competitors?
- What changes do I need to make so my employees are happier?
How employee wellness programs differ from traditional employee benefits
First, let’s clarify how wellness initiatives are different from standard employee benefits, such as 401(k) retirement plans, paid time off (PTO) and various types of insurance (health, dental and vision being among the most common).
Employee wellness programs encompass any activity or initiative related to employees’ overall health and well-being, both at work and outside work, including:
- Physical health
- Mental and emotional health
- Social health
- Financial health
These initiatives are designed to:
- Educate employees on various health- and wellness-related topics
- Promote positive, healthy behaviors on a consistent basis
- Motivate employees to make changes to improve their personal situation, if needed
- Provide resources that employees can access for more assistance or in-depth information
The overall goal of any employee wellness program is to enable employees to bring their best selves to work, with the potential for sickness, chronic poor health, stress, anxiety or other distractions significantly reduced.
FAQ: Building a strong employee wellness program
What should a foundational employee wellness program include?
At minimum, your program should address the key dimensions of health—physical, mental, emotional, social, and financial. A solid foundation typically includes:
- A self-assessment tool
This asks employees a series of questions about their health, habits, and lifestyle, then provides a snapshot of their overall well-being. Many health insurance carriers offer this type of tool. - Wellness resources and education
General tips on nutrition, sleep, stress management, and exercise help employees adopt healthier habits over time. - An employee assistance program (EAP)
EAPs offer confidential support for issues like grief, mental health, substance abuse, family challenges and more – making them a critical mental health resource. - On-site clinics or health screenings
These services can make it easier for employees to prioritize health when it’s convenient and appropriate for your business.
How do wellness programs help employees take action?
Wellness initiatives should do more than check a box. The best programs:
- Educate employees on important health topics
- Promote positive, consistent behaviors
- Motivate employees to make lifestyle improvements
- Offer resources for deeper support or follow-up
Do I need legal guidance before launching a wellness program?
Yes. Especially if you plan to collect health data or track metrics, consult legal counsel to ensure compliance with relevant laws and protect employee privacy. And remember—participation should always be voluntary, not required.
Examples of advanced wellness program ideas
Want to take your employee wellness program to the next level? Here are some of the latest workplace wellness trends that have paid off for some companies:
- On-site fitness centers or paid gym memberships
- On-site massages
- Meditation or rest spaces
- Various health and fitness challenges, with rewards for meeting goals
- Additional resources and support for working parents and other types of caregivers
- Coaching on financial well-being, including guidance on making smart financial decisions
- A set number of catered meals for employees each week or month – or even just providing healthy snacks
How can you benchmark your employee wellness program?
It can be challenging to find data to compare because companies:
- Don’t always participate in surveys, which is how comparison data is typically gathered
- Can have complex, dispersed (national or even international) operations, and their wellness programs can vary according to location
- All differ based on unique business factors, their workforce and budgets
Other than reaching out directly to individual corporate HR departments to inquire, pay attention to other companies’ job postings and see what they advertise to candidates. You can also review the careers section of other companies’ websites to see the full list of their programs and benefits, if available.
The reality is, there aren’t any etched-in-stone standards. Rather, employee wellness programs tend to be company specific. The exact mix of wellness features that your company provides will largely depend on three factors:
- Your employee population
- Your budget
- Your values
Focus on your company – what makes sense and is working well, what your employees want and what you can afford.
Get started by surveying employees to find out what they like or dislike about your company’s wellness program, as well as any other features or services they’re interested in. You can also provide a tool that allows for ongoing feedback, such as an email inbox dedicated to employee suggestions or a form on the company Intranet.
The true employee wellness differentiators: company culture and good leadership
An employee wellness program is just one piece of what improves working conditions and appeals to new hires, but it’s not the end-all, be-all.
A “competitive” employee wellness program won’t add much ROI if caring about your people isn’t already ingrained in your company culture, core values and leadership.
For an employee wellness program to feel authentic and be meaningful, it should be apparent that regard for employees’ wellbeing permeates every aspect of your company, from the top down.
Consider what your company’s core values are and whether anything important is missing. Assess whether your people practice these core values daily.
Leaders in your organization should consistently display certain behaviors such as:
- Practice servant leadership – the elevation of team members’ needs above the leader’s and acting as a facilitator and resource in helping employees reach their goals.
- Communicate transparently.
- Build trust and respect.
- Regularly check in with team members on an individual basis to maintain a pulse on what’s going on with them personally and professionally, and find out where they may need help.
Especially in our rapidly changing workplace in which more people work remotely or feel compelled to sit at a computer all day, be mindful of the little things that can improve your employees’ day and alleviate stress. Examples:
- Evaluate the frequency and length of videoconferences – and whether the camera needs to always be on.
- Encourage employees to step away periodically for breaks or to get outside.
- Set boundaries that preserve work-life balance.
Other ways to promote employee wellness at work
Aside from the implementation of an employee wellness program, there are other ways and areas in which employee wellness should play an important role:
- Regular assessment of benefits, especially regarding increases in PTO – many employees cite additional leave to rest, recharge and focus on personal matters as one of their most coveted benefits
- Regular evaluation of workplace policies – and how those policies could be relaxed or altered to benefit employees without negatively impacting your business
- Integration of workplace flexibility, intended to bestow employees with more autonomy over where and how they work
- Training and development
- Help employees navigate difficult situations and cultivate a mindset of resilience
- Foster emotional intelligence, which can help employees better understand themselves as well as others, and improve interpersonal relationships
- Ensure there are ample opportunities for employees to learn and grow in alignment with their goals
- Regularly discuss with employees their career aspirations and goals
- Team-building activities
The bottom line: It’s the day-to-day employee experience that matters the most. When everything else at your company is outstanding, the employee wellness program should be the cherry on top.
Key takeaways for building a meaningful employee wellness program
- Wellness programs are valuable—but not standalone solutions.
A wellness initiative is most effective when it aligns with your company’s culture, values, and leadership behaviors. It should feel like a natural extension of how your organization cares for its people. - Your culture and leadership will make or break the program.
Even the best-designed wellness program can fall flat without a supportive, people-first culture and leaders who walk the talk. Employee well-being must be part of your day-to-day experience—not just a line item. - Start with the basics, then evolve based on employee needs.
Offer a foundational set of resources, like an EAP, wellness education, or health screenings. Then ask employees for feedback and explore enhancements that fit your workforce and budget. - Focus on impact over comparison.
Benchmarking can be helpful, but your program doesn’t have to look like anyone else’s. What matters most is whether it meets the needs of your people and aligns with your broader business strategy.
Want to learn more about building benefits and programs your employees will value? Download The Insperity guide to offering irresistible employee benefits.