Employers are finding that employee wellness programs may just be exactly what the doctor ordered. These health management initiatives are designed to keep healthy workers in top form, while helping those with chronic conditions to better manage their illnesses. Best of all an employee wellness program can be structured to meet the specific needs of a company’s workforce.
The good news is that employee wellness programs seem to be working. Companies who provide them say these employee wellness programs are resulting in lower health care costs and fewer sick days used. They also boost employee engagement and productivity and help enormously in recruitment and retention. Wellness programs have been found to reduce inpatient admissions and emergency room visits, minimize complications, and improve quality of life.
Employee wellness programs cover a variety of services.These can include but are not limited to:
- Health risk appraisals
- Flu shots
- Weight-management
- Smoking cessation
- Stress reduction programs
- On-site fitness centers and health club discounts
- Web-based health and fitness tools
- Mental health and substance abuse counseling.
Originally, employee wellness programs focused on major illness such as diabetes, asthma, or heart disease. But employers have found that it’s smart business to address mental health issues with their employees as well. Studies show that behavioral health problems are the fifth leading cause of short-term disability and rank third for long-term disability.
But with even the best of intentions the bottom line is still about money. Many may ask why companies would want the extra work of managing the health of their workers. The reality is that if you can keep employees in the pink, they will use health care services less, costing businesses less. This is a huge return on the dollar for a very small investment per employee.
Typically, in order to make their employee wellness programs work companies will hire outside vendors who partner with, or subcontract to, specialty providers. Some vendors conduct medical tests or run family histories while others help employees identify or manage health problems, then steer workers to appropriate programs. Other vendors will skip the medical screening altogether and jump right into a program of the worker’s choice. In some businesses, a “health coach” oversees the employee’s progress; helping them to set goals and staying in touch via telephone or online.
Experts’ state the providing incentives so employees want to participate is critical.Studies show that currently more than half of U.S. businesses with employee wellness programs offer incentives. These “bribes” might be in the form of lower premiums and co-pays, cash contributions to health savings and reimbursement accounts, or paying workers to fill out a health risk assessment questionnaire, complete a program or achieve certain results (e.g. lower cholesterol or blood pressure). Other employers have offered flex credits or points that are exchanged for merchandise or money. Some employers have gone as far as to adopt a tough-love approach, slapping on a premium surcharge for those who will not participate in wellness programs and/or get results. This is despite some critics who argue that such “forced fitness” encroaches on employees’ rights.
Despite whatever flaws are arguments that are raised it has been shown that employee wellness programs are an effective way to address rising healthcare costs, gain a competitive edge in recruitment, and get employees to stay on the job longer. Companies have found even more that in a tight economy their best asset is a healthy and happy staff.Employee wellness programs help retain quality employees and lesson the expense of rehiring and training staff. As so many companies have now discovered, a few ounces of prevention can lead to healthier employees and a healthier bottom line.