Wellness

The insurer says internal use of its well-being program has improved employee health and productivity while achieving big savings for the company.

Programs are often considered separately from core benefits, which can be a disastrous scenario given that the two strategies go hand-in-hand, says NFP’s Deb Smolensky.

Conditions such as hypertension cost clients millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Employers cite a lack of support and resources as some of the main reasons they don’t offer such programs to employees.

To achieve the key benefits of well-being initiatives employers must have a process that fully engages the organization.

Many employees have similar questions about their corporate wellness program, especially if the program is brand-new.

Increased demand and use of technology are among the insights revealed by Chestnut Global Partners in its analysis of employee assistance programs.

Conditions such as hypertension, type 2 diabetes and high cholesterol cost employers millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

The telecommunications firm partners with WebMD for a weight loss program that helped nearly two-thirds of its employees shed unwanted pounds.

To achieve the benefits of well-being initiatives, including health improvement, talent acquisition, employee performance and retention, company culture must fully support them.

Employers are incorporating managing healthy senses with well-being benefits for a more holistic approach.

The Florida-based beer distribution company brewed up a plan with its insurer, UnitedHealthcare, to engage workers with wearable fitness devices.

Cornerstone Insurance Group beefs up its offerings – and even hires a staff wellness director – to win over plan sponsors.

Advisers and employers are incorporating managing healthy senses with well-being benefits for a more holistic approach.

The telecommunications firm partners with WebMD for a weight loss program that helped nearly two-thirds of participants shed unwanted pounds.

Advisers say many of their clients have built well-being programs with biometric screenings, health risk assessments and other features.

The Florida-based beer distribution company brewed up a plan with its insurer, UnitedHealthcare, to engage workers with wearable fitness devices.

While employers debate the ROI of wellness programs, a more pressing concern is the cost of poor workplace health. New research shows lost productivity due to employee comes with a huge price tag.

The Cornerstone Insurance Group beefs up its offerings — and even hires a staff wellness director — to win over clients.

Moving beyond biggest loser-type competions and step challenges, employer-based programs are entering a new phase that make use of targeted incentives to create specific outcomes.