Employer-sponsored wellness programs encourage employees and their families to adopt healthier lifestyles through various programs, and can help reduce your health care costs, decrease your short- and long-term disability claims, and positively impact absenteeism and presenteeism.
Wellness programs aim to improve employee health and reduce the risk of disease by changing employee health behaviors, as well as the workplace environment and culture. Program components — including employee assistance programs (EAPs), health risk appraisals (HRAs), and immunizations (such as flu shots) — are typically part of an organization's overall strategy for workplace wellness. A comprehensive wellness strategy includes program goals, a multi-year business strategy, and metrics to measure return on investment (ROI). When well designed, wellness programs can help improve the health and productivity of employees while delivering financial results to the organization. Buck can help you:
We've collected some resources to help you as you consider your approach to wellness:
Incentives for Nondiscriminatory Wellness Programs in Group Health Plans issued by the Departments of Labor, Treasury, and Health & Human Services
Final wellness regulations mean health plans need a checkup
New wellness regulations require action. Does your plan need a checkup?
Increasing enrollment while promoting wellness
WORKING WELL: A Global Survey of Health Promotion and Workplace Wellness Strategies 2012 (from the Options Available dropdown menu)
IRS issues guidance on how wellness incentives affect affordability and minimum value
Proposed wellness regulations permit increased rewards
Eleventh Circuit Affirms Wellness Program Complies with Americans with Disabilities Act
Developing and implementing a wellness strategy
Effective Wellness Incentives: What Works?