Wellness

To stave off burnout and avoid a year-end vacation crunch, employers need to encourage workers to use their time off.

“The U.S. desperately needs more care policies, spending, and federal and state infrastructure, so that Americans with care responsibilities can stay in the workforce,” says Lindsay Jurist-Rosner, CEO of Wellthy.

A good return-to-work solution should involve a mobile app or a screening survey that allows employees to perform a daily self-assessment, but this should work in tandem with virtual care or telehealth services.

“What this tool does uniquely is it takes the depersonalized delivery of benefits and really helps the individual determine how best to get the most out of their benefits,” says Voya’s Andrew Frend.

For most employers, just 1% of their members are driving 40% or more of pharmacy benefits costs.

Employers should embrace their critical role in stemming productivity loss. Start by taking a fresh look at your benefit packages.

Employers should take these accommodations into account when helping staff set up a remote work environment.

The coffee giant has introduced several new mental health benefits including free Headspace subscriptions and 20 mental health sessions with a therapist a year for free.

When considering how to adapt workplace wellness initiatives, employers must ensure workers have the resources necessary to meet their health and well-being goals, from wherever they are.

Employees’ caregiver responsibilities have grown during the pandemic and will not abate when they return to a physical work environment.