Commentary: As I continue to see industry banter around “employee wellness” – why it needs to change, why it’s due for an overhaul, what is the ROI on it, I’ve come to the conclusion that the existing premise and execution of employee wellness is flawed. And, here are five reasons why:
1. It often bypasses health plans. Whether self-funded or fully insured, employers need health plans to manage the “sick care” system (e.g., billing, admin). Yet, when it comes to daily health and wellness activities, there is inconsistency and ambiguity in terms of health plan support and responsibility. Doesn’t it make sense to encourage – or better yet demand – that these activities be included as part of the health plans’ offering?
