Employee wellness programs have been shown in multiple studies and workplaces to effectively improve staff health, and in turn, help reduce costs stemming from employee health benefits.
In fact, a University of Michigan study from last year revealed that a wellness program helped a company in the Midwest save an estimated $4.8 million in healthcare expenses during a nine-year period.
An article on EmployeeWellnessMagazine.com reports that there are several reasons that organizations reject such programs, and provides counterarguments for those excuses.
Many employers say that the cost and resources associated with wellness programs are not feasible for their business. However, the news source says that returns on the investment often pays for the programs themselves, and that a well-organized wellness company should do most of the work for their customers.
Likewise, when a manger or CEO says ‘no’ to a program because of timing or conflicting priorities, they should be reminded that their workers’ health is at stake and that a good program should not take up too much time.
Sometimes, employers are simply not aware of their staff’s health, or don’t feel responsible for it. The source says that these bosses should know about the widespread epidemic of poor health in America, and that costs stemming from it often end up on the employer’s shoulders.
