From Medications to Movement: How Aflac Sparked a Culture Shift With Wellhub

When Aflac made the decision to shift how it supported employee health, it wasn’t just about benefits. It was about long-term impact. The company launched Wellhub in 2022 and reached 15% enrollment on day one. By the following year, it doubled down on wellbeing with the rollout of Wellhub+,an upgrade that allowed them to provide a free WH plan to every employee to expand access and meet employees where they are.

Fast forward to 2025, and the results speak for themselves: 45% of employees are now actively using Wellhub, tapping into a platform that supports physical, mental, nutritional, and emotional wellbeing.

“We had to offer them something in return. One of the biggest options we offered was Wellhub.”
 — Tricia Griggs, Manager of Wellness and Safety at Aflac

A turning point: Moving away from GLP-1s

At one point, Aflac was spending nearly $25 million annually on GLP-1 medications for just 1,000 employees, covering the drugs at only a $25 co-pay. These costs were unsustainable, especially for a self-insured organization.

But what truly shaped the decision wasn’t just the price tag. It was the long-term health vision for their people.

“As a nurse for over 28 years, I still had questions. These drugs haven’t been around that long. What are the effects 10 years from now?”
 — Tricia Griggs

Rather than leaving employees with fewer resources, Aflac redirected investment into holistic care. With Wellhub, employees gained access to a single platform for physical activity, mental health, sleep, nutrition, and family inclusion.

A platform for everyone and a rollout that worked

To ease the transition and build trust, Aflac launched with Wellhub in 2022 and immediately saw 15% of employees enroll. In 2023, the company introduced Wellhub+, fully covering the cost of the Starter plan to remove financial barriers and expand access.

“Those 700 spots were filled in less than a year. So now we cover 2,600 employees, and those are quickly filling up.”
 — Tricia Griggs

The rollout combined grassroots tactics with executive endorsement. From bathroom posters to monthly wellness champion meetings, the strategy centered on education, peer influence, and making the platform visible in day-to-day work life.

Today, 45% of employees actively use Wellhub, exploring everything from meditation and face yoga to gym memberships and sleep support.

“We wanted to be sure that platform could support us. And it did.”
 — Tricia Griggs

Culture, leadership, and a reason to stay

Aflac’s leadership plays an active role in making wellbeing real. Executives promote wellness in town halls, participate in challenges, and serve as visible role models for balance and health.

“There’s no dollar amount greater than saving someone’s life. If one person changes their mind after a mental health webinar, that’s success.”
 — Tricia Griggs

This commitment resonates across the organization. New hires cite the wellness program as a reason for joining, and retirees often ask to keep their Wellhub access. Some have even postponed retirement just to remain eligible for the benefit.

What’s next: Scaling wellness for every generation

With Gen Z entering the workforce and expectations rising, Aflac continues to evolve its wellbeing strategy. Wellhub’s ability to adapt to individual needs — from on-demand wellness to family-friendly features — makes it the right fit for a multigenerational, hybrid workforce.

“We want people to get addicted to living a life filled with wellbeing.”
 — Cesar Carvalho, CEO of Wellhub

At Aflac, that vision is not aspirational. it’s already happening.