What is Workplace Wellness? How an Effective Employee Wellbeing Program Can Strengthen Your Company’s Bottom Line. 

Employees are showing up to work stressed, drained, and overwhelmed.

Burnout is at an all-time high, mental health concerns are rising fast, and financial worries are keeping nearly half of your workforce up at night. Traditional workplace wellness efforts — like step challenges and fruit bowls — just aren’t cutting it anymore.

Today’s workforce demands more. That’s why top HR leaders are embracing a new model: holistic workplace wellness. 

Ready to move beyond check-the-box benefits? Discover how holistic wellness can recharge your team, boost retention, and drive performance.

What You'll Learn

• Why traditional wellness perks fall short—and how holistic workplace wellness addresses physical, mental, financial, and social needs.
   
• How to measure ROI and VOI to prove your wellness program drives both savings and culture change.
   
• What today’s employees expect from wellbeing benefits—and how to design flexible offerings that meet them where they are.
   
• Tactics to boost program participation, from manager training to wellness stipends and data-backed KPIs.
   
• What to look for in a wellness provider, including customization, engagement support, and proven results.

What is Workplace Wellness?

Workplace wellness is an organizational strategy that supports employees' physical, mental, emotional, and financial wellbeing in and out of work. These programs aim to foster healthier lifestyles, reduce stress, and create a work culture where wellbeing is woven into the fabric of everyday operations.

Traditional workplace wellness programs focused only on physical health (think step challenges or biometric screenings). Today’s top HR leaders know that true wellness is holistic – it encompasses the whole person. 

Let’s break down what holistic wellness really means for your employees:

• Physical Wellness: Supporting employees’ physical health through fitness opportunities, nutrition, and preventive care. This includes things like exercise programs, healthy food options, ergonomic workspaces, and routine health screenings. These efforts can reduce health risks (e.g. the CDC reports 42% of U.S. adults are obese) and lower healthcare costs over time.
   
• Mental & Emotional Wellness: Providing resources for stress management, mental health, and emotional resilience. This might involve employee assistance Programs (EAPs), counseling services, mental health days, or mindfulness training. It’s critical: workplace stress is at an all-time high and 81% of workers say job stress affects their mental health. A holistic program helps employees handle challenges before burnout sets in.
   
• Financial Wellness: Helping employees manage personal finances and reduce money-related stress. Financial wellbeing programs can include budget coaching, student loan assistance, retirement planning workshops, or tools for financial literacy. Given that nearly 48% of employees cite financial worries as a primary cause of poorer wellbeing (up sharply from 31% a year prior), supporting financial wellness can significantly boost peace of mind and productivity.
   
• Social & Community Wellness: Fostering a sense of connection, belonging, and purpose at work and in the broader community. This can mean team-building events, mentoring programs, employee resource groups, or volunteer opportunities. Strong social support improves emotional health and engagement. (Gallup identifies social and community wellbeing as two of the five essential elements of overall wellness.) When employees feel connected – to each other and to a larger mission – they thrive.

Holistic wellness acknowledges that these dimensions are interconnected. If someone is struggling financially or emotionally, it will impact their performance and physical health, and vice versa. 

Yet most workplaces have room to improve here. Gallup research shows that when asked about five key elements of wellbeing (career, social, physical, financial, community), only 6% to 15% of employees strongly agree their employer supports any single element well. In short, many current programs address one or two areas but miss the bigger picture. By expanding your wellness definition beyond step counts and salads, you can better meet your people’s needs – and reap the rewards of a healthier, happier workforce.

Why Wellness is Important in the Workplace Today

HR leaders can’t afford to treat wellness as a check-the-box benefit. The stakes are simply too high. Employee burnout and mental health struggles have reached crisis levels. Recent research shows up to 77% of employees have experienced burnout at their current job, and 44% feel burned out at work right now. This burnout epidemic costs businesses an estimated $322 billion annually in lost productivity, with another $125 to $190 billion in healthcare expenses tied to stress-related conditions.

The takeaway is clear: when wellness falters, your organization’s performance and costs take a serious hit. A holistic wellness approach directly tackles these issues by addressing root causes:

• Burnout and Mental Health: Beyond offering a meditation app, holistic programs look at workload norms, manager training, and psychological safety. For example, encouraging reasonable work hours and establishing boundaries can combat the 24/7 “always available” culture that drives burnout. Organizations now recognize that work conditions (like clear expectations and a sense of purpose) are integral to wellbeing. By focusing on these cultural factors and providing mental health resources, you create a more sustainable, supportive environment.
   
• Remote Work Effects: A holistic program intentionally builds social wellness and inclusion for dispersed teams. That could mean virtual team fitness challenges to create camaraderie, regular check-ins focused on wellbeing, or in-person meetups for remote staff. Since lack of connection is a major contributor to feeling drained at work, fostering community is essential. Companies with high leadership engagement in wellness (e.g. executives openly participating in programs) see employee participation rates skyrocket from 44% to 80% – a huge boost in connecting people around wellbeing.
   
• Evolving Employee Expectations: Today’s employees, especially younger generations, expect their employer to treat them as whole human beings. In one survey, 92% said support for mental and emotional health is important when choosing a workplace. And it’s not just talk: benefits satisfaction has fallen to a decade low of about 61%, largely because many wellness offerings haven’t kept up with what employees truly value. A holistic approach shows your organization is listening – you’re investing in what people actually need (whether that’s financial planning tools or more flexible schedules). This drives engagement and loyalty. It’s no wonder about 23% of CHROs now rank employee wellbeing among their top priorities.

Statistics on How Workplace Wellbeing Benefits U.S. Companies

In our annual Return on Wellbeing report, we surveyed more than 1,500 international CEOs and business leaders around the world, revealing:

• 73% of CEOs say their wellbeing program improves talent retention.
   
• 86% of CEOs in non-desk industries report a  positive ROI from their wellness program.
   
• 83% of CEOs in desk-based industries report a positive ROI from their wellness program.
   
• 67% of CEOs say their wellness program significantly reduces employee absenteeism.
   
• 80% of CEOs say their wellness programs strengthen their company's ability to attract talent; 42% say it is an "extremely impactful" part of talent attraction.
   
• 97% of CEOs say their wellness programs improve productivity at least slightly; 47% says the wellness program has a strong impact on their workforce productivity.
   
• 73% of CEOs say their wellbeing program improves talent retention. 

How to Quantify the Business Returns of Wellness: Measuring ROI and VOI

Wellness programs aren’t just about good vibes – they produce real results. To get your CEO and CFO on board, you’ll want to measure outcomes in two ways: ROI (Return on Investment) and VOI (Value of Investment). These metrics help prove that wellness isn’t an expense; it’s an investment that pays off.

Moving from ROI to VOI: A New Metric for Success

ROI is the classic hard-dollar measure. It answers, “For every $1 we spend on wellness, how many dollars do we get back in savings or profit?” 

Companies traditionally calculate wellness ROI by looking at things like reduced healthcare claims, lower turnover costs, or higher productivity in dollar terms. For example, a major analysis found that employers saved roughly $1 to $3 in healthcare costs for every $1 spent on wellness programs. Johnson & Johnson famously saved $250 million over a decade by investing in employee wellness – that’s a $2.71 return per $1 spent, according to Harvard researchers. And Wellhub research finds that 56% of companies see a return over 100% from their investment in a wellbeing program — meaning they get more than $2 back for every $1 invested.

Those are impressive numbers, and they make a solid financial case.However, ROI alone doesn’t capture the full picture. 

Enter VOI (Value on Investment) – a broader success metric that includes intangible benefits. VOI asks, “How has the overall value to the organization increased due to wellness, beyond just dollars saved?” This could include improvements in employee morale, engagement, teamwork, innovation, and company culture. These are the outcomes we know are crucial but harder to put an exact dollar figure on. For instance, how do you price the value of a highly engaged team or a strong employer brand? That’s where VOI comes in.

Forward-thinking HR leaders track both. Why? Because a wellness program might pay for itself in reduced claims and create a healthier, more productive workforce that drives innovation and customer service – an indirect value that’s just as important. 

In practice, VOI often becomes the most significant indicator of long-term success. Many companies start wellness programs to cut costs, but as participation grows they “no longer care about the wellness ROI” because they deeply value the cultural shift and improved morale it brings. In short, a high ROI is fantastic, but the true value is having healthy, happy, engaged employees performing at their best (that’s VOI!).

It’s worth noting that recent data shows wellness investments deliver on both fronts. According to a recent Wellhub Return on Wellbeing report, 95% of companies that measure ROI are seeing positive returns – up from 90% the year prior. That’s huge. At the same time, they attribute these gains not just to cost savings but to “softer” factors: reduced burnout, higher engagement, and a more resilient workforce. This is the ROI–VOI combo in action. You save money and you gain an energized, loyal team.

So, when evaluating your program, be prepared to tell both stories: the direct financial ROI and the broader VOI impact. To do that, you’ll need to track the right metrics.

Stay one step ahead of the curve: these are the 13 wellness trends shaping 2025.

Key Metrics HR Leaders Should Track

To truly quantify wellness outcomes, you’ll want to establish KPIs that capture both ROI and VOI. 

Here are some of the most important metrics top HR leaders monitor according to an international survey of HR leaders conducted by Wellhub, and why they matter:

• Employee Engagement: Engagement is a powerful VOI indicator and links strongly to productivity and retention. Use your engagement survey scores or pulse surveys to see if wellness initiatives coincide with higher engagement or morale. (If you need convincing: 89% of HR leaders that tracked wellness impacts saw employee engagement increase.) Engaged employees are more present, passionate, and productive at work – a clear sign your wellness program is creating value.
   
• Absenteeism (Sick Days): Track average sick days per employee or overall absenteeism rates. A successful wellness program should help people stay healthier and manage stress, leading to fewer unplanned absences. HR leaders back this up – 89% say employees take fewer sick days thanks to their wellness program. Reduced absenteeism directly translates to higher productivity and lower temporary staffing costs (a tangible ROI win).
   
• Employee Retention/Turnover: Measure your turnover rate (especially voluntary resignations) and track how it changes post-implementation. Employees who feel cared for tend to stick around. In fact, 98% of HR leaders said their wellness program has reduced employee turnover. Improved retention saves enormously on recruiting and training costs. You can also monitor internal mobility or referrals as indirect signs of loyalty fostered by a wellness-focused culture.

• Healthcare Costs & Claims: Work with your benefits team or insurer to monitor health plan costs, claims, and premiums year over year. Are chronic condition claims decreasing? Any reductions in high-cost claims or ER visits? Wellness programs often shine here: 91% of HR leaders see the cost of healthcare benefits decrease as a result of their wellness program. Even small percentage decreases can save hundreds of thousands of dollars – pure ROI that will make your CFO smile.
   
• Productivity & Performance: This can be trickier to measure, but consider using indicators like performance evaluation scores, sales per employee, or even self-reported productivity from surveys. Some companies track output metrics (units produced, projects completed) before vs. after wellness initiatives. Nearly every HR leader surveyed (99%!) believes wellness programs increase employee productivity. You might quantify this by noting improvements in work quality, faster project delivery, or customer satisfaction scores tied to a more engaged workforce.
   
• Wellness Program Participation: Engagement rates is the most common concern CEOs have about wellness programs, as revealed in Wellhub'sReturn on Wellbeing 2025 report, so don’t neglect to measure the usage of your wellness offerings themselves – participation rates in programs, logins to wellness apps, gym check-ins, etc. High and rising participation is a good proxy for VOI (it shows employees find value in what you’re offering). It’s also tied to ROI: 97% of HR leaders say higher engagement in the wellness program directly drives higher ROI. Track which initiatives are most popular and which groups are or aren’t participating to help refine your program over time.

By tracking a mix of these metrics, you create a feedback loop: data to demonstrate success (or areas to improve) and fuel to continually make the business case for wellness. 

For example, you might present a quarterly “Wellness Impact Report” to leadership showing, say, a 20% drop in sick days, a modest healthcare premium decrease, and a 5-point uptick in engagement scores. Tie those to estimated savings or productivity gains wherever possible. This not only proves ROI but also highlights VOI – the improved mood, energy, and commitment you’re seeing across the company. In short, measure what matters. When you do, you’ll have the numbers to show that wellness is working – and the insight to keep tuning it for maximum impact.

Workplace Wellness Tips

1. Offer Flexible Wellbeing Options

Why This Matters: Time is the top barrier keeping employees from exercising, according to 56% of workers. Flexible options remove this obstacle. 

Actionable Ideas:

• Access to gyms, yoga, or meditation apps
   
• Virtual therapy or in-person counseling
   
• Monthly wellness stipends they can use how they choose

2. Normalize and Support Mental Health Days

Why This Matters:47% of employees say work stress is degrading their mental wellbeing. Offering time to reset can counteract that.

Actionable Ideas:

• Add mental health days to your PTO policy
   
• Train managers to approve time-off requests without requiring explanation
   
• Launch a mental health day campaign
   
• Offer “wellbeing reset” half-days or “recharge” Fridays

3. Design Programs Around What Your People Actually Want

Why This Matters: Wellness isn’t one-size-fits-all: one new hire may want therapy access or mindfulness apps while a parent prioritizes childcare credits or flexible hours.

Actionable Ideas:

• Survey employees to identify their top wellness needs
   
• Offer different wellness perks by generation or life stage
   
• Pilot benefits like mindfulness apps or on-demand therapy
   
• Create flexible spending accounts for personal wellness needs
   
• Reevaluate and adapt benefits based on participation and feedback

4. Create a Culture of Movement

Why This Matters: 54% of employees say they’re in good shape — leaving nearly half of employees feeling out of shape.

Actionable Ideas:

• Encourage walk-and-talk meeting
   
• Offer standing desks or flexible seating options
   
• Host movement-based wellness challenges (like steps or stretching)
   
• Provide access to on-demand fitness classes or gym memberships
   
• Promote short, daily movement breaks during long meetings or shifts

5. Invest in Manager Training on Wellness Conversations

Why This Matters: Managers shape daily work culture more than anyone else. Yet many don’t feel equipped to talk about wellbeing. When leaders approach wellness with empathy, it helps employees feel psychologically safe — and that fuels trust and retention.

Actionable Ideas:

• Train managers to spot signs of burnout or emotional exhaustion
   
• Offer scripts and roleplay scenarios for supportive conversations
   
• Make wellbeing check-ins part of regular 1:1s
   
• Share internal guidelines on respecting wellness-related time off
   
• Recognize managers who model wellness-supportive behaviors

6. Track Results and Tie Them to Business Outcomes

Why This Matters: CEOs care about ROI. And the data is on your side: 82% of CEOs say their wellness program delivers a positive return, and 73% say it improves talent retention. And that’s why CEOs who get monthly updates are more likely to increase funding for wellness than those who only hear about results occasionally.

Actionable Ideas:

• Define clear KPIs linked to your wellness initiatives
   
• Track participation and engagement in wellness offering
   
• Include wellness metrics in HR dashboards and board reports
   
• Send monthly or quarterly wellness impact updates to leadership
   
• Correlate wellness data with outcomes like turnover, absenteeism, and productivity

Creative & Actionable Wellness Ideas for Any Budget

One concern we often hear from HR leaders (especially at smaller organizations) is, “Wellness programs sound great, but can we afford this?” The good news is yes – you can start improving employee wellbeing no matter how limited (or generous) your budget is. Creativity and empathy go a long way. 

Below we’ve gathered some effective wellness ideas for both ends of the spectrum: low-cost options ideal for small businesses, and higher-impact initiatives for companies able to invest a bit more. No matter your budget, you can make a positive difference in your employees’ lives.

Low-Cost Ideas for Small Businesses

You don’t need a Fortune 500 budget to show employees you care. Here are some wallet-friendly wellness ideas that any small or mid-sized organization can implement:

• Flexible Work Arrangements: One of the most powerful wellness perks costs absolutely nothing. Offering flexible hours, remote work days, or compressed workweeks helps employees balance work with personal needs. This autonomy reduces stress and burnout, and it shows trust. Small businesses in 2024 are increasingly adopting flexibility as a core wellbeing strategy. Consider trying Summer Fridays or flexible start times – your team’s gratitude (and refreshed energy on Mondays) will speak volumes.
   
• Walking Meetings & Activity Breaks: Encourage employees to get moving during the day. You can start a tradition of short walking meetings (weather permitting) or group stretch breaks. It costs nothing and helps people recharge. Maybe designate 3pm as a daily “wellness break” where everyone steps away for 10 minutes – stretch, walk, or just breathe. These little resets improve focus and physical health. As a leader, join in to set the example.
   
• Healthy Snacks & Hydration: Swap out the office candy bowl for free fruit, nuts, or granola bars. Provide a water cooler or fun infuser pitcher with citrus slices. Many small companies partner with local vendors or use a service to deliver healthy snacks at low cost – or you can do a weekly Costco run. Proper nutrition during the workday keeps energy stable and brains sharp. And the gesture shows you care about employees’ health in a tangible way.

Your ultimate guide to wellness programs for small businesses.

• Comprehensive Wellness Platform (One-Stop Solution): Rather than juggling piecemeal programs, consider investing in a platform like Wellhub that consolidates a wide range of wellness offerings. For example, Wellhub gives employees access to 50,000+ gyms, fitness classes, personal trainers, and wellness apps through an affordable, flexible subscription. For small companies with limited internal resources, this kind of all-in-one solution is a game changer: it reduces the burden on HR, eliminates the need to manage multiple vendors, and ensures employees get access to a variety of wellness options regardless of where they live or work. A robust platform can cover physical fitness, mental health apps, meditation, nutrition tracking, and more – ensuring there’s something for everyone. This holistic approach greatly boosts participation (everything is in one place) and makes wellness easy to manage, even with a lean team. Plus, providers like Wellhub often supply analytics to track engagement and outcomes (hello, ROI data!).
• Mental Health Support (Within Reach): Make the most of resources you may already have. For example, if you offer health insurance, check if it includes an EAP with free counseling sessions – then promote it so employees know help is available (studies show 81% of employees with access have never used their EAP, often due to lack of awareness). You can also invite a local mental health professional for a stress-management lunch talk, or organize a “Mindfulness Monday” 15-minute guided meditation via a free app or YouTube. Cost = $0. Impact = employees who feel understood and supported through life’s ups and downs.
   
• Wellness Challenges & Games: Spark some friendly competition around healthy habits. For example, host a step challenge using free smartphone apps or simple pedometers – whoever logs the most steps in a month wins a small prize (a gift card or a coveted office parking spot). Other ideas: a hydration challenge (drink X ounces of water daily), a sleep challenge, or a healthy recipe swap. These activities create buzz and mutual encouragement. They’re especially great for small teams as everyone can participate and cheer each other on. Just keep it positive and inclusive (celebrate progress, no shaming).
   
• Volunteer or Community Activities: Nourish the social and community dimension of wellness by organizing volunteer days or charitable activities. For example, once a quarter a group of employees could volunteer together at a local charity, or the company can sponsor a team for a charity walk/run. Volunteering boosts social connection and sense of purpose – and it’s often free, apart from maybe a T-shirt or lunch for participants. Small companies find this also reinforces a positive culture and company pride. It’s wellness for the soul, and it doubles as team building. And this kind of programming can help you stand out of the crowd, even as a small employer: Despite the fact that 80% of employees say participating in charitable activities is important to their wellbeing, more than a third say their company rarely or never gives employees time for charitable activities. 

Pro tip: Even with a tight budget, consider partnering with external resources. Many fitness studios, nutritionists, or financial planners are willing to host a free workshop or demo (it gives them exposure). Your insurance broker might offer wellness consulting or programs at no extra cost. And as your program gains traction, you can always scale up later. The key is to start somewhere. 

High-Impact Initiatives for Mid-Size and Enterprise Companies

If you work at a large company (and perhaps a bit more budget to deploy), you can take workplace wellness to the next level. Here are some high-impact wellness initiatives that deliver substantial results and ROI:

• Subsidized Fitness & Wellness Services: At the enterprise level, fitness and wellness subsidies can go far beyond basic gym memberships. Larger companies may offer monthly wellness stipends, direct discounts with boutique fitness studios, or even host on-site or virtual wellness classes for employees. Some go a step further by building or enhancing on-site fitness centers with flexible hours and personal training. Others partner with wellness concierge services to help employees customize their routines. These investments position wellness as a core benefit, supporting retention, engagement, and overall company performance.
   
• Expanded Mental Health Benefits: Growing organizations are going beyond basic EAPs. High-impact ideas include offering free therapy or coaching sessions (some companies contract with services like BetterHelp or Ginger to provide a certain number of therapy sessions per employee), providing a mental health stipend, or training managers to recognize and support employees’ mental wellbeing. Some companies have added “mental health” or “personal days” separate from PTO, signaling that rest and recovery are encouraged. Considering the toll of stress, providing robust mental health support isn’t just compassionate – it can significantly reduce absenteeism and even presenteeism (employees coming to work but performing poorly due to mental distress).
   
• Comprehensive Wellness Platform (One-Stop Solution): Larger organizations often face the challenge of offering consistent, equitable wellness experiences across diverse teams, locations, and schedules. That’s where a centralized wellness platform becomes invaluable. Platforms like Wellhub unify physical, mental, and emotional wellbeing under one digital roof – giving employees access to thousands of gyms, fitness classes, therapy apps, and nutrition tools through a single subscription. For large employers, this means scalable programming, advanced analytics for tracking engagement, and customization options like family access or company-branded portals. Many enterprise companies also integrate these platforms with their HRIS to streamline access and boost utilization. With everything in one place, participation rises, HR saves time, and wellness becomes a seamless part of the employee experience.
   
• Financial Wellness Programs: Financial stress is a top distractor for employees, so helping them address it can be game-changing. High-impact options include offering access to financial advisors or financial coaching as a benefit, running workshops on retirement planning, home-buying, or debt management, and even providing student loan repayment assistance or contribution matching. Larger firms sometimes partner with financial wellness platforms or add services through their 401(k) provider. When employees feel more secure about their finances, they’re more focused and engaged at work – it’s a direct investment in productivity and retention (not to mention human happiness!).
   
• Incentivized Wellness Programs: Boost engagement by rewarding healthy actions. Many mid-to-large employers implement incentive programs where employees can earn points or rewards for participating in wellness activities – for example, completing a health risk assessment, hitting step goals, or getting an annual physical. Points might translate to gift cards, insurance premium discounts, or extra PTO hours. Some companies hold an annual wellness fair with screenings, and employees who participate get a small rebate on their health insurance. The incentives don’t have to be huge; even symbolic recognition or fun prizes can motivate folks. Just be sure incentives comply with legal guidelines (no overly coercive or privacy-invasive requirements – more on that later). When done right, incentives can drive participation to new heights, amplifying the program’s impact.
   
• Dedicated Wellness Staff or Committee: As your company grows, consider assigning dedicated resources to your wellness program. High-impact programs often have a Wellness Program Manager or a cross-functional wellness committee. This team can plan events, monitor progress, and serve as wellness champions across the organization. Having someone whose job is to think about employee wellbeing day in and day out ensures the program stays fresh, personalized, and aligned with company culture. It also signals to employees that wellness is a core priority, not an afterthought. A committee can include HR plus interested employees from various departments – giving them ownership and accountability to drive initiatives (and it’s a great leadership development opportunity for members!).

With these higher-budget initiatives, remember to leverage your data to focus on what yields the best results. For instance, if you subsidize gym memberships but utilization is low, maybe employees prefer at-home fitness apps – your wellness platform data or surveys can tell you that so you can adjust. The beauty of being a growing company is you can pilot programs and quickly scale the winners. And importantly, mix and match initiatives across all wellness dimensions. 

A truly high-impact program might combine, say, a physical health component (gym access), a mental health component (on-demand counseling service), and a social component (team challenges and volunteer days), plus incentives and education to tie it all together. That holistic mix is what maximizes your ROI/VOI. In fact, companies with comprehensive wellbeing offerings (4+ different support areas) saw significantly higher returns – 24% of them achieved ROI of 150% or more, whereas those offering only one or two types of wellness support saw much lower returns. 

The takeaway: the broader the wellness toolkit, the bigger rewards.

Get inspired by wellness initiatives that boost productivity and retention.

How to Find an Effective Wellness Program Provider

Many HR leaders decide to partner with an external wellness vendor to manage or supplement their programs – and for good reason. A great wellness provider brings expertise, technology, and a variety of resources that can jump-start your efforts (and save you a ton of administrative headaches). 

But how do you choose the right partner? Here are some key criteria and questions to guide you, with one important note: we’ll focus on Wellhub as an example of a provider, since it’s often cited as a leading platform in this space.

Criteria for Choosing the Right Partner

When evaluating wellness program providers, keep these criteria in mind:

• Holistic Offerings: Look for a provider that covers all dimensions of wellness – physical, mental, financial, social. The more comprehensive, the better. Your ideal partner might offer gym networks, mental health counseling or apps, nutrition guidance, financial wellness tools, and more under one umbrella. This ensures employees with diverse needs all find value. For example, Wellhub (formerly Gympass) provides access to thousands of gyms and digital wellness apps in areas like meditation and nutrition, reflecting a holistic approach.
   
• Employee Engagement Focus: Even the best program fails if employees don’t use it. A strong provider should have strategies to drive high participation – think personalized recommendations, challenges, gamification, communications support, and executive engagement initiatives. Ask for data on their average utilization rates. (Recall that getting employees engaged is crucial: when C-suite participation is high, employee engagement in wellness spikes too.) Providers that offer onboarding sessions, in-person demos, or marketing materials to promote the program can be invaluable.
   
• Proven Results and ROI: Seek out vendors with a track record of delivering results for clients. This could be in the form of case studies, references, or research (like the Wellhub ROI study showing 77% of their clients achieved greater than 100% ROI on wellness). While every workplace is different, past success is a good indicator. A quality provider should be able to help estimate ROI for your population and set benchmarks to measure against. If they shy away from metrics, that’s a red flag.
   
• Customization and Flexibility: Your wellness program should align with your company culture and workforce. The right partner will offer flexible program design – not a one-size-fits-all mandate. Can you tailor the offerings to your demographics (e.g. more family-focused options for a parent-heavy workforce)? Can you pilot certain modules and expand later? Also check for scalability: as you grow or your needs evolve (remote work, new locations, etc.), can the provider adapt with you? Flexibility also extends to budgeting: many providers have tiered plans or usage-based pricing that can accommodate small or large groups.
   
• Integration and Ease of Use: A wellness platform should make life easier for HR and employees, not harder. Good providers integrate with your existing systems (HRIS, benefits portal, fitness trackers, etc.) and offer a smooth user experience (e.g. a single sign-on app for all wellness resources). Administrative simplicity is key – features like automated enrollment, data dashboards, and even handling incentive tracking remove burden from your team. In short, look for a solution that’s intuitive and tech-friendly. Remember, any friction in access will deter usage.
   
• Data Security and Compliance: Given that wellness programs can involve personal health data, ensure any vendor you consider has robust privacy and security measures. They should be HIPAA-compliant if handling health information, and clear about data usage policies. Ask if they anonymize and aggregate data for reporting. Also inquire about compliance support – a knowledgeable provider can help ensure your program incentives meet EEOC guidelines and that you’re navigating the “legal minefield” of wellness regulations properly. This peace of mind is priceless (more on legal considerations in the next section).
   
• Support and Account Management: Finally, assess the level of support you’ll get. Will you have a dedicated account manager or customer success contact? Do they offer employee support (like a helpline or chat for users who have questions)? Implementation assistance? Strong providers act like a partner on your wellness journey – they should provide regular check-ins, help you analyze participation/health metrics, and suggest improvements over time. Basically, you want someone as invested in your program’s success as you are.

By evaluating vendors against these criteria, you’ll narrow the field to those truly capable of delivering a high-ROI, engaging wellness program. For instance, if we apply these to Wellhub: it scores strongly on holistic offerings and engagement (large gym/wellness network with digital integration), has documented ROI results, and is known for flexibility (it offers month-to-month subscription models that can scale from a handful of employees to global enterprises). It’s that kind of well-rounded capability you want in your provider.

Create A Wellness Program that Improves Your Company's Bottom Line (11 Simple Steps)

Questions to Ask Potential Vendors

Once you have a shortlist of promising providers, set up demos or calls and ask the right questions to dig deeper. Here are some questions that can help you make an informed decision:

1. “What specifically is included in your wellness program offering?” – Have them spell out the services and activities employees get. Does it cover gym access, classes, mental health support, financial tools, coaching, etc.? Make sure it aligns with the needs you’ve identified (e.g. if stress and burnout are top issues, do they provide adequate mental health resources?).
    
2. “How do you drive and maintain employee participation in the program?” – Engagement is king, so ask for details. Do they provide launch communications, ongoing challenges, social features, or incentives? What percentage of eligible employees typically use the program after 6 months? (You can compare their answer to industry stats or other vendors.) A provider that cites strategies like personalized outreach or executive involvement plans shows they know how to get people engaged, not just enrolled.
    
3. “Can we customize the program to our workforce?” – Check how much flexibility you have in configuring the program. For example, can you choose which wellness apps or services to include? Can you brand the platform with your company’s identity? If you have multiple locations or a diverse workforce, can offerings be localized or tailored? You want to ensure the program doesn’t feel cookie-cutter to your employees.
    
4. “How do you measure success and what reporting do you provide?” – A data-driven vendor is a valuable ally. Ask what metrics they track (e.g. participation rates, health outcomes, engagement surveys) and what reporting you’ll receive. Will they help calculate ROI or provide insights on VOI improvements? Some providers produce quarterly impact reports or even assist with executive presentations – huge help for you to demonstrate value. If a vendor emphasizes their analytics dashboard and success metrics, that’s a good sign.
    
5. “Do you have examples of ROI or results from similar clients?” – Essentially, ask for case studies or references. If they can share that “Company X saw a 30% reduction in sick days” or “Client Y achieved a 3:1 ROI in year one”, it builds confidence. You can even request to speak with a reference client. Providers who are proud of their outcomes will gladly connect you. Be wary of any who speak only in vague terms (“you’ll see great results, trust us!”) and can’t back it up.
    
6. “How do you handle data privacy and legal compliance?” – This is crucial. Make sure the vendor is well-versed in HIPAA if applicable, and in EEOC rules regarding wellness incentives (currently, programs must be voluntary and any medical inquiries or biometric data collection have to meet certain standards). A strong answer might include mention of secure data handling, not sharing personal health info with the employer, and adhering to relevant laws like ADA, GINA, and the Affordable Care Act’s wellness provisions. You want a partner that keeps you out of legal hot water.
    
7. “What does implementation and ongoing support look like?” – Clarify the timeline and effort needed to roll out the program. Will they help with employee onboarding (webinars, FAQ docs, etc.)? Is technical integration included? Also ask how issues or questions are handled day-to-day – for instance, is there a customer support line for employees who need help using the app? Understanding the level of service can differentiate a true partner from a mere vendor.

These questions will not only give you practical information, but also a feel for the provider’s culture and responsiveness. You’re looking for transparency, enthusiasm, and expertise in their answers. After all, this provider could be an extension of your HR team in delivering wellness – you need to trust them.

A final tip: when you find a provider that checks all your boxes, negotiate a pilot or short-term contract first if possible. Many vendors (Wellhub included) are confident enough in their platform to do a pilot program or a flexible month-to-month plan. This lets you experience the service and see results before fully committing. It’s a great way to mitigate risk and get real employee feedback on the offering. Once the provider proves their value (and we suspect they will!), you can scale up knowing you made the right choice.

How to Address the Most Common Challenges and Objections to Wellness Programs

Even with a solid plan and great intentions, HR leaders often face tough questions (or pushback) when proposing or rolling out wellness programs. It’s important to approach these concerns with empathy and evidence. Let’s tackle three of the most common challenges head-on, so you’re prepared to respond like the optimistic, solutions-focused leader you are:

“We Don’t Have the Budget.”

The Concern: Leadership or finance is worried that a wellness program is an extra cost with unclear returns. Small business owners might feel they can’t spare funds for perks beyond “essentials,” and even enterprise CFOs might ask if wellness is really worth it.

How to Address It: First, reframe wellness as an investment, not an expense. You can confidently highlight that a well-run wellness program pays for itself (and then some) through improved productivity, lower healthcare spend, and reduced turnover. Share a few key data points: For example, 95% of companies see positive ROI on wellness initiatives, and more than half get $2 or more back for every $1 invested. That’s a greater than 200% return – far better than many other corporate investments. 

Also remind them of the cost of doing nothing: burnout alone is costing companies hundreds of billions in lost output, and disengagement is linked to $1.9 trillion in lost productivity. In contrast, wellness programs directly combat those issues, effectively saving money that would otherwise leak out through absenteeism, errors, medical claims, and recruiting expenses for replacements.

Next, emphasize scalability and efficiency. Wellness programs are not all big-ticket items; you can start small. Outline a phased approach: perhaps begin with a low-cost platform or a pilot in one department to demonstrate impact. Many providers offer pricing per employee that can flex with your budget – for instance, wellness program costs can range from only $150 to a few thousand dollars per employee per year depending on scope. A modest program might cost less than a single extra sick day or the turnover cost of one employee. Put that into perspective for leadership: “If this program prevents just one resignation or a handful of medical claims, it will more than pay for itself.” That’s a compelling argument.

You can also leverage existing resources to minimize new spending. Perhaps your current health insurer offers free wellness coaching or digital tools – use them (they’re effectively pre-paid via premiums). Maybe you have passionate employees willing to volunteer time to run a yoga class or organize wellness challenges – tap that internal energy. Demonstrating that you’ll maximize what you have shows fiscal responsibility.

Finally, consider proposing a pilot program with clear metrics. For example: “Let’s invest $X for six months in this wellness initiative, and we’ll measure its impact on sick days, engagement, and healthcare claims. If we don’t see positive movement, we’ll regroup.” This trial approach lowers the perceived risk. In reality, once the program is running, we’re pretty sure the results (and employee stories) will win over any skeptics. It’s hard to argue with data – or a team that’s more energized and productive thanks to your wellness efforts!

“Our Employees Won’t Participate.”

The Concern: Some leaders worry that you can build it and no one will come. Maybe they’ve seen wellness programs flop in the past due to low utilization, or they assume employees are too busy or not interested in these offerings.

How to Address It: Acknowledge that participation is key – and then explain your plan to drive engagement. This is where your holistic, inclusive approach shines. Emphasize that you’ll design the program with employees, for employees. Step 1 of our blueprint (assessing needs) ensures you’re offering what people actually want. You might say, “We’re going to ask employees what wellness support they value most – so we’re confident they will participate in things they told us they need.” Whether it’s flexible schedules, fitness classes, or financial advice, tailoring to their expressed interests creates built-in demand.

Next, highlight strategies to make participation easy and appealing. Executive leadership will actively participate and champion the program, helping to set a norm. (Pro tip: when the CEO shows up to a wellness event or shares their own wellness story, employees notice. We know that when C-suite engagement is high, overall employee wellness participation can nearly double.) You’ll also lower barriers by providing on-the-clock wellness opportunities when possible (e.g. lunchtime sessions, walking meetings) so busy employees don’t feel it’s “extra work.”

Another critical tactic: communication, communication, communication. Often, programs “fail” simply because people aren’t aware or reminded. Assure your skeptics that you have a robust communication plan (Step 5 of the blueprint) to promote the offerings – from kick-off events to regular emails, Slack reminders, and success-story spotlights. You’ll generate enthusiasm by celebrating participation publicly (“Shoutout to the 50 employees who completed our 5K challenge!”) and by using positive peer influence. Many employees will join in once they see coworkers enjoying an activity. It creates a virtuous cycle.

Consider mentioning incentives as well. While the primary drive should be intrinsic (people participate because it’s beneficial and fun), a little extrinsic motivation doesn’t hurt. For example, departments could compete for a healthy team trophy, or individuals earn points for wellness activities redeemable for swag. Even a simple raffle for participants can spur those on the fence. 

Lastly, share success stories or benchmarks: If you have data from a previous initiative (“Last year’s wellness day had 70% of employees attend”) or examples from similar companies, bring them up. Knowing that 95% of HR leaders are seeing positive wellness ROI and broad benefits implies that employees are participating elsewhere – and your workforce likely will too, with the right approach. In short, assure stakeholders that this won’t be a ghost town. You’re building the program for maximum engagement, with leadership modeling, thoughtful programming, and frequent, upbeat communication.

“It’s a Legal Minefield.”

The Concern: Ah yes, the compliance question. Employers worry about running afoul of HIPAA, ADA, GINA, EEOC regulations, and so on. They’ve heard that certain wellness incentives or health questionnaires can spark legal issues or discrimination claims. It can sound scary.

How to Address It: Agree that compliance is important – you’re not about to play fast and loose with regulations. But also demystify it: a well-designed wellness program can be entirely voluntary, inclusive, and privacy-conscious, thus avoiding legal pitfalls. Acknowledge there is indeed a “complex web of laws related to discrimination and privacy” around wellness programs, but reassure them that you’ll navigate it carefully (and likely with expert/vendor support).

Highlight a few best-practice principles you will follow to keep the program safe:

• Voluntary Participation: Employees won’t be required to participate, nor penalized if they don’t. Any incentives will be modest enough to be considered encouraging, not coercive (the EEOC has had guidelines on this). This respects ADA rules that wellness activities involving medical inquiries must be voluntary.
   
• Privacy and Data Protection: Emphasize that personal health information will remain confidential. If health screenings or surveys are involved, they’ll be administered by a third party (like the wellness vendor or health insurer) and individual results won’t be shared with the employer – only aggregate trends. This addresses HIPAA concerns and builds employee trust. For example, if you do a biometric screening, you might receive a report saying “30% of our workforce has high blood pressure,” not whose. All data will be handled according to privacy laws.
   
• No Discrimination or Adverse Action: Participation (or non-participation) will not affect an employee’s standing, performance evaluations, or eligibility for health coverage. Also, the program will accommodate all abilities – we’ll ensure activities are inclusive and alternatives provided if someone has a disability (compliant with ADA). We’re here to help employees, not single them out.
   
• Legal Guidance and Vendor Expertise: If you’re partnering with a provider like Wellhub, note that they have experience running programs for thousands of companies and stay up-to-date with regulations. They often provide ready-made legal language (e.g. consent forms, privacy notices) and ensure that their platform aligns with laws. We will also involve our legal team in reviewing any program components that raise flags (like incentive designs or health questionnaires) before rolling them out. Essentially, we won’t go it alone – we’ll use expert resources to keep us on the right side of compliance.

You can mention that many organizations successfully run wellness programs within legal guidelines – the key is awareness and good design. For instance, under current rules, you avoid requiring any medical exam or divulging genetic info (GINA) unless it’s truly voluntary and with consent. Our program, as envisioned, focuses on providing resources and opportunities, not mandates. So the risk of “legal minefield” is greatly mitigated.

If pressed for specifics, you might cite that the EEOC has taken action in the past when incentives exceeded 30% of the cost of health coverage (seen as too coercive). Assure them you’re aware of such boundaries and will keep any incentives modest and compliant. Also, recent trends have shifted towards VOI (value on investment) which often means less reliance on invasive health screenings and more on holistic engagement. Our approach aligns with that – it’s about improving daily wellbeing, not prying into personal health details.

In summary, yes there are laws – but you respect them by making the wellness program inclusive, confidential, and voluntary. By using well-vetted vendor tools and possibly running major changes by legal, we’ll avoid missteps. Don’t let fear paralyze progress; you can do this the right way. (And of course, we’ll keep documentation of all our compliance measures, so we’re covered.) Your employees can enjoy the benefits of wellness without any legal drama – it just takes informed planning, which we are fully prepared to do.

A 7-Step Blueprint for Implementing a Workforce Wellness Program

All right, HR superstars – it’s blueprint time! We’ve covered the why and what of workplace wellness. Now let’s get practical with the how. 

Follow these 7 steps (and feel free to adjust for your company’s size and culture), and you’ll be well on your way to creating a healthier, happier workforce and delivering tangible business results. Let’s do this!

Step 1: Assess Employee Needs

Start by understanding what your employees truly want and need from a wellness program. Gather data and feedback: you can use anonymous surveys, focus groups, suggestion boxes, or informal one-on-one conversations. Ask about their biggest wellness challenges (stress? work-life balance? fitness? finances?) and which types of resources they’d value most. Also review any available health data – like aggregate reports from your insurer or EAP usage stats – to spot trends (e.g. low EAP use or high mental health claims might indicate unmet needs). The goal is to meet employees where they are. By involving them early, you not only design a more relevant program, but you also make employees feel heard (which boosts buy-in from day one). Pro tip: consider forming a small employee wellness focus group to provide ongoing input; they can become your wellness ambassadors later on.

Step 2: Secure Leadership Buy-in

As with any strategic initiative, you’ll need support from the top. Translate your wellness vision into language that resonates with the C-suite: business outcomes. Present that compelling case we discussed – the ROI/VOI numbers, the links to engagement and retention, and maybe a mini risk analysis of not acting (e.g. “If turnover continues at X%, it will cost us $Y; a wellness program can help address burnout-related exits”). It often helps to have a champion in the executive team; if your CEO or another leader is already passionate about wellbeing, enlist their influence. Share a clear plan for the program with defined goals and how you’ll measure success. When leaders see the data (like wellness programs yielding 150%+ ROI in top companies) and the potential impact on culture, they’ll be on board. And remember, leadership buy-in isn’t one-and-done – keep them involved. Invite execs to kick off wellness events or share their personal wellness stories in company communications. This visible support not only legitimizes the program but can dramatically increase employee participation (recall that when executives actively engage, employee engagement can double). In summary, get leadership excited about wellness as a strategy to achieve company goals, not just a perk.

Step 3: Form a Wellness Committee

Don’t try to do everything alone – build a team to help design and drive the program. A wellness committee or task force creates shared ownership. Include a cross-section of employees from different levels, departments, and locations if possible. Diversity is key; you want members who can represent varying perspectives (the young single engineer, the working parent in sales, the manager with 20 years at the company, etc.). 

Also consider including someone from your benefits/health plan team and an executive sponsor if you can. This committee will serve multiple purposes: brainstorming program ideas, coordinating events, acting as wellness “champions” to motivate their peers, and providing feedback as the program rolls out. Set regular meetings (e.g. monthly) and give the committee a clear mandate – maybe even a cool name like “Wellness Warriors” or “Healthy Culture Crew.” Committees work best when members feel empowered, so encourage their creativity and leverage their networks. For example, a committee member from Finance might volunteer to lead a “budgeting 101” workshop for colleagues as part of financial wellness. Another from IT could help set up a Slack channel for wellness tips. T

his not only spreads the work, it spreads the enthusiasm. When colleagues see peers (not just HR) championing wellness, it creates a grassroots movement that can be incredibly effective.

Step 4: Start Small and Build Momentum

When launch time comes, be intentional about phasing in your program. You don’t have to roll out every component at once. In fact, it can help to pilot a few initiatives, learn what works, and then expand. Identify some “quick wins” or popular ideas from your needs assessment and begin there. For example, you might launch a single wellbeing challenge (like a 4-week step challenge) or introduce one new benefit (say, a meditation app subscription) as a kickoff. Promote it well and get some early success stories. 

Starting small helps in a few ways: it’s easier to manage, it lets you troubleshoot any kinks in communications or logistics, and it creates buzz. Once people have a positive experience (“That step challenge was actually fun and got me moving more!”), they’ll be hungry for what’s next. You can then layer on additional offerings in subsequent months – maybe next you add monthly lunch-and-learns, then a financial wellness tool, then an on-site health fair, etc. This gradual build keeps the momentum going and constantly gives employees something new to look forward to, without overwhelming them with too much at once. It also allows you to gather feedback at each stage. Be sure to celebrate and publicize the milestones: “We had 60% of the company participate in our first challenge – amazing!” Success breeds success, and a bit of fanfare shows appreciation and reinforces the cultural importance of wellness.

Step 5: Design a Comprehensive Communication Plan

As the program unfolds, communication will make or break engagement. Develop a multi-channel communication strategy to continually promote the wellness program and its benefits. This should start from launch – consider a fun kickoff event or announcement (could be a company all-hands where the CEO shares why wellness matters, or a wellness fair with booths showcasing what’s available). Follow that with regular reminders and fresh content: emails, intranet posts, Slack or Teams channel messages, breakroom posters, whatever channels your employees pay attention to. 

Keep the tone positive, inclusive, and encouraging. Make sure to highlight upcoming activities (“Join the meditation session Wednesday at noon, no experience needed”) and new resources, but also share success stories. For example, profile an employee who improved their marathon time using the company fitness benefit, or a team that organized weekly stretch breaks and felt more energized. Peer stories create relatability and inspire others. Additionally, ensure that managers are looped in – equip them with talking points to promote wellness in team meetings and to support their team members in utilizing the program (e.g. being flexible with schedules for someone to attend a workshop). 

A pro tip: create a regular wellness newsletter or segment in your existing company newsletter. Fill it with health tips, upcoming events, and shoutouts. Consistency is key; wellness should stay on everyone’s radar year-round, not just during open enrollment or New Year’s resolution season. With a strong communication plan, you’ll keep the engagement high and show employees that this program isn’t a fad – it’s part of your culture.

Step 6: Leverage Technology

Use tech tools to streamline and enhance your wellness program. Technology can make participation easier and more engaging, and it provides data to track progress. Depending on your program design, this might involve a wellness portal or app (either through a vendor or one you set up internally) where employees can see all offerings, sign up for activities, and maybe sync their fitness trackers. Take advantage of features like push notifications or reminders for events, and interactive challenges where employees can log their activities and see progress on a leaderboard. 

Many companies also utilize virtual wellness platforms that include on-demand videos for workouts or meditation, which is great for remote or busy staff who need flexibility. Don’t overlook simple tech like scheduling tools (to book wellness room time or coaching sessions) or even a shared calendar of wellness events that employees can subscribe to. Another aspect of tech is data collection and analytics – ensure you’re capturing key metrics digitally. For instance, use online surveys for feedback, track participation stats via your platform, and monitor any health metrics available (in aggregate) through apps or devices. This data will be gold when evaluating your program (Step 7). 

Finally, leverage social technology: perhaps create a hashtag for your wellness program or use an internal social feed for people to share their wellness wins (picture of their healthy lunch or a post-workout selfie, if they’re comfortable). Technology, used thoughtfully, can personalize the experience (apps can suggest activities based on user preferences) and sustain engagement through automation. It meets employees where they are – on their phones and laptops – making healthy choices and program info accessible anytime. In short, work smarter, not harder: let tech do some of the heavy lifting in your wellness journey.

Step 7: Measure, Evaluate, and Adapt

A wellness program is not a “set it and forget it” initiative – it should continuously evolve based on what the data (and your people) tell you. From the get-go, define what success looks like and how you’ll measure it (remember those key metrics we discussed earlier). Regularly collect data and feedback to gauge what’s working and identify any gaps. This could include quantitative data: participation rates, changes in health indicators (like average steps per day or biometric improvements), utilization of specific benefits, changes in sick days or healthcare claims, etc. It also includes qualitative feedback: run short surveys or focus groups asking employees what they love, what they don’t, and suggestions for new ideas. Perhaps you discover that while 70% of employees registered for the wellness portal, only 30% are active – why might that be? Maybe the interface needs improvement or people forgot about it after signup. Or you might learn a new demographic has an unmet need (e.g. your remote workers want more virtual social interaction). 

Take all this information and close the loop: adjust your program accordingly. If a particular offering has low uptake, either improve how you market it, tweak it based on feedback, or replace it with something more aligned to employee interests. If stress levels or burnout signals aren’t improving, you may need to introduce more mental health resources or revisit workloads and management practices (wellness isn’t just programs, it can be work culture changes too). Also, keep leadership informed with periodic reports highlighting progress: “We set out to reduce turnover by improving wellbeing, and six months in, our turnover rate dropped from 15% to 10%. Employee engagement rose 5 points, and healthcare claims costs are trending 8% lower – indicating positive ROI. Here’s what we plan to do next to build on this success…” Showing adaptable management based on data will maintain leadership support and budget. Lastly, celebrate and communicate improvements, big or small. 

Did the average number of sick days go down this year? Announce it and acknowledge the collective effort. Did an employee share that they’re sleeping better or lost weight thanks to the program? With their permission, celebrate that story. Continuous improvement not only boosts outcomes but signals to employees that this program is for them – you’re listening and iterating to make it better. Wellness is an ongoing journey, and by staying agile and attentive, you’ll keep your program fresh, effective, and beloved.

By following these seven steps, you will have constructed a workplace wellness program that is both high-ROI and high-VOI – a program that improves employees’ lives in meaningful ways while strengthening organizational performance. In building this, you’re not just checking a box; you’re fostering an inclusive culture of wellbeing that aligns employee success with business success. As our CHRO persona would ask: “How can I leverage improved wellbeing into improved business outcomes?”. Well, this blueprint is exactly how.

Holistic Wellness Solves the Real Workplace Crisis

Traditional perks don’t match today's workplace wellness needs, and that gap is costing companies billions. A truly holistic wellness program can change the game. It addresses physical, mental, financial, and social needs — the very dimensions most companies struggle to support. 

And workplace wellness pays off: According to Wellhub’s 2024 survey, 95% of companies that measure ROI see positive returns on their wellness programs, with nearly two-thirds earning $2 or more back for every $1 spent.

Speak with a Wellhub Wellbeing Specialist to build a wellness program that drives real results!