The Wellness Wave Is Building...
Which Side of the Tidal Wave Are You On?
Evidence shows that Workplace Wellness Programs are growing in number.
Brokers and consultants who aren't talking to clients about wellness programs could be on the wrong side of a tidal wave.
According to the Willis Wellness and Disease Management Survey released late last year, 30% of U.S. employers now offer a program that measures health risks, manages disease, and promotes healthy lifestyles. Another 30% plan to offer one in the next three years.
The concept is really simple; don't pay to treat chronic disease when you can prevent it. And the message is spreading rapidly as interest in wellness programs has skyrocketed in the last 12 months.
Wellness isn't just for larger organizations; over half surveyed were from companies with fewer than 500 employees.
What's behind the trend? Evidence is mounting on the direct and indirect costs of chronic disease in the workplace.
The Department of Health and Human Services has estimated that chronic diseases (cardiovascular disease, cancer, chronic respiratory disease, and diabetes) accounted for more than 60% of U.S. medical care expenditures.
There's also growing desire among CEOs to improve employee health. The Willis survey found that 89% of respondents agreed that senior management is "strongly committed" (38%) or "somewhat committed" (51%) to employee health and is convinced wellness programs are necessary.
Employees are enthusiastic and participation in wellness programs is at an all-time high, according to a national survey by Principal Financial Group. Citing "significant changes" from just a year ago, Principal Financial Group states that almost 80% of employees are taking part in health screening programs, and 65% have implemented a personalized action plan to improve their health.
Early adopters of wellness programs are reporting impressive ROI. Willis' survey shows that 92% of companies calculating ROI estimate a return of $1 to $2 for each dollar invested, and 8% report a $3 to $4 ROI.
