Evolving Trends in Employee Wellness Programming

As an employer, you understand the importance of wellness programming for the health and well-being of your employees and organization. However, changes in work environments and employee expectations have made it more difficult to determine which investments will pay off.

Employee participation and engagement have always driven the success of wellness programming. But the industry news site HRMorning notes this metric has become more challenging to measure with dispersed workforces.

Hybrid work models and rising health care costs demand new approaches to wellness initiatives. The following trends suggest a movement toward wellness programs that employees can access at any time and from any location.

Trending up

Research across industries and countries suggests more companies are investing in anytime, anywhere wellness programming. The following areas are seeing investment growth as companies aim to meet employees where they are:

• Mental health
• Financial well-being
• AI wellness solutions
• Disease management

Mental health

According to the wellness platform Wellable, more than 90% of employers are investing more in mental health benefits. Components include telemedicine, lifestyle spending accounts, stress management, and training in resilience, mindfulness, and meditation.

Mental health is the fastest-growing investment in wellness programming. Wellable points to driving forces such as post-pandemic expectations, disruptive current events and changing work environments.

The corporate wellness solutions company Wellhub highlights growth in digital detox initiatives. Some employers incentivize employees to step away from their screens to improve work-life boundaries, improve personal communication and enhance face-to-face collaboration. Potential solutions include:

• Scheduling indoor or outdoor walking meetings
• Holding team chats in a breakroom or another space away from laptops, desktop computers and phones
• Taking group stretching or chair yoga breaks
• Offering company merchandise in exchange for giving up social media for a week

Financial well-being

The wellness provider Soothe notes how financial stress affects employee well-being. Growing offerings include personalized financial planning and counseling. Employees also value financial education on budgeting, investments and retirement planning.

The professional services firm Marsh McLennan notes a rise in additional financial well-being benefits such as:

• Emergency savings benefits
• Caregiving benefits
• Tuition assistance
• Student loan repayment

These offerings empower employees to feel more in control of current and future finances. Reducing financial stress helps employees focus more on work and personal health.

AI wellness solutions

AI is spreading to wellness programming. HRMorning reports 68% of employees would rather discuss workplace stress with AI technology than their manager. And 80% would consider using a robot therapist or counselor.

AI can be a source of stress as employees worry about job displacement. But it also offers several advantages in well-being solutions. It allows employees to discuss their concerns in a neutral, judgment-free space that avoids typical personal or social constraints. AI technology is also available 24/7 and can send automated health reminders.

Soothe predicts that next year will see a jump in the following strategies:

• AI-powered health coaching based on employees’ personal needs and goals
• Virtual reality programs leading guided meditations and fitness workouts
• Wearable devices monitoring health conditions in real time and sending alerts when needed

Disease management

Wellable notes a 12% increase in the percentage of employers investing more in disease management programs. Popular components include weight management, health risk assessments and chronic disease management.

Around 40% of employers reported increased spending on weight management. Demand for weight management drugs continues to grow. Some employers require employees to participate in weight management programs to access drugs such as Ozempic and Wegovy.

Investments in health risk assessments doubled this year. These assessments help prevent and identify risks. Employees can see better outcomes by catching health challenges sooner, and your health plan can save on long-term costs.

Chronic disease management for diabetes, high blood pressure and other conditions is also growing. Disease management programs often include screenings, patient education, treatment coordination, follow-up care and ongoing monitoring.

Trending down

Wellable also highlights wellness programming receiving fewer investment dollars. These solutions reflect the changing workplace and rise in off-site employees. Examples include:

• On-site fitness offerings
• Biometric screenings
• Free food
• Health fairs

The human resources consulting firm Shortlister notes that investments in wellness platforms have also been decreasing this year. But interest in customizable wellness programming remains strong. Instead of using wellness platforms, more organizations are tailoring their benefits plans to meet their employees’ needs. Integrating wellness into your workplace culture can reduce the need for external platforms or programs requiring extra steps for employee participation.

Wellness programming remains a priority

Ongoing investments suggest wellness benefits remain crucial to organizational success. According to Wellable, only 4% of organizations decreased their investments in wellness solutions this year. Just over half maintained their budgets, and 45% increased their investments.

Marsh McLennan reports 88% of organizations intend to implement at least one strategy to improve the affordability of their wellness programs. In addition, 88% say they genuinely care about employee well-being.

Wellness investments can pay off through healthier employees and higher retention. Gallup reports employees are 69% less likely to seek a new job if their employer cares about their well-being.