An employee wellness program is designed to improve and promote well-being among in-person, hybrid, or virtual employees through health-based initiatives.
Since the COVID-19 pandemic, more employers than ever have been aware of the growing importance of employee benefits, like wellness programs. To retain employees, companies should consider developing wellness programs that address overall well-being, including mental health, and work to prevent exhaustion and burnout.
By implementing comprehensive wellness strategies, organizations can create a supportive environment that prioritizes employee well-being, potentially increasing job satisfaction and productivity.
Benefits of an employee wellness program
Studies have found that the effects of overwork and burnout on talent are serious. For instance, a 2021 study using World Health Organization (WHO) and International Labor Organization data in Environment International found that working more than 55 hours per week increases the risk of heart disease by 35%.
Wellness programs—coupled with a company-wide commitment to employee well-being—can prevent or counteract the adverse effects of work-related stress and benefit talent in numerous ways.
Stress management
Effective stress reduction strategies can mitigate work-related exhaustion and burnout. Companies can incorporate a myriad of stress management tools into wellness programs to equip employees with practical techniques for managing workplace stress.
An accessible and low-cost stress management tool that has recently gained popularity is focused breathing, often referred to as breathwork. A large and growing body of evidence indicates that focused breathing likely reduces stress: A 2023 Scientific Reports meta-study of over 1,000 randomized-controlled trials showed that breathwork “may be effective for improving stress and mental health.”
Healthier habits
Companies can promote healthy habits among employees through wellness programs. For example, such a program can provide educational resources on maintaining regular sleep schedules, engaging in physical activity, and eating a balanced diet. These initiatives can contribute to improved overall well-being and work performance.
Educational resources about healthy habits are only effective if employees engage with them. While 87% of surveyed employees had access to health offerings, only 23% used them, according to a 2021 study by Gartner. Given this, companies should aim to create or purchase health-related educational resources that their employees value. One approach is to provide employees with premium access to well-regarded and popular health apps like MyFitnessPal.
Work-life balance
“Work-life boundaries are blurrier than ever, creating significant challenges for both employees and leaders,” Angela R. Grotto, Maura J. Mills, and Erin M. Eatough wrote in the MIT Sloan Management Review in 2024. Organizations can help clarify these boundaries by encouraging adherence to designated work hours and implementing automatic notification silencing outside of work hours. To improve work-life balance, some companies may consider a four-day workweek as part of their wellness offering. Regardless of the chosen strategy, better boundaries between work and personal life can help employees maintain a healthier work-life balance.
Companies can distinguish themselves from competitors—and potentially attract and retain employees—by creating a culture where overwork is not celebrated. Unwanted work intrusions into employees’ off hours are so routine and widespread (one study found that 83% of respondents reported work interferences when they were off the clock) that an emphasis on work-life balance can set a company apart.
Mental health support
Companies should recognize the real effects of mental health challenges on the workplace and take steps to reduce its staggering impact. The WHO reported in 2024 that “Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$1 trillion per year in lost productivity.” To mitigate this trend, employers can provide access to therapy sessions, gym membership benefits, and organized in-person social events. These offerings can not only contribute to improved mental well-being but can also foster a sense of community among employees.
How to develop a wellness program for employees
The following essential steps—from assessing employees’ needs to establishing a budget— provide a roadmap to an impactful wellness program.
1. Assess employee needs
To kickstart the planning process, assess employees and their needs, which may include everything from work-from-home equipment to mental health treatment. One way to do this is to create an anonymous survey or questionnaire that asks a mix of general and specific health questions.
Note that the needs of remote or hybrid employees will likely differ from those of in-person ones. An ideal wellness program will meet employees’ needs regardless of their location.
2. Develop wellness objectives
After assessing employee needs, define the company’s wellness goals. These goals could pertain to the workplace by purchasing new office chairs for better ergonomic support or productivity by reducing workloads to minimize stress.
3. Get company support
Start by defining key features and involving your team. To get the entire team on board, promote attainable and proven health benefits through the company intranet, employee newsletter, and other communication channels.
4. Establish a budget
An effective wellness program must balance helping employees and staying within the organization’s healthcare budget. To prevent the program from depleting healthcare funds, create an employee wellness budget and focus on free options, like hosting virtual wellness conversations, soliciting employee feedback on work-life balance, and emailing self-care content to employees.
5. Design wellness incentives
To successfully launch a wellness program, “gamify” the health experience by offering fun goals and incentives around wellness initiatives. For example, employees can win a gift card by joining meditation sessions, attending fitness classes, or participating in a running club.
6. Leverage technology
Companies can use digital channels to connect with employees, particularly remote ones. For instance, a wellness program could offer free virtual yoga classes, helping employees improve their physical and mental health. Communication tools like Slack for reminders or apps like Calm for guided meditations can make wellness programs accessible to remote workers.
According to SHRM, AI tools, such as chatbots, could be offered to employees to improve their well-being. “Through conversations with these clinically validated bots,” SHRM’s Dave Zielinski explained, “workers can develop skills for coping with anxiety or depression, improve their emotional regulation, and practice skills such as mindfulness.” While promising, therapeutic chatbots should be used with care: they may not be regulated by government bodies, such as the Food and Drug Administration in the U.S., and they cannot replace the counsel of a licensed therapist.
7. Communicate and evaluate
After implementing the plan, survey the team and report on its impact. Check-ins, surveys, and incentives can measure the program’s usefulness and, if necessary, improve it.
Further information about designing an employee wellness program can be found at the Society for Human Resource Management (SHRM).
Understanding employee wellness across international borders
The approach to workplace health and wellness varies from country to country. In some countries, concerns regarding workplace well-being go unreported due to different labor laws. In other countries, labor laws prioritize workplace health and wellness, which enables greater separation between work and life.
For example, overwork is common in countries like the U.S., the U.K., and Canada. However, countries like Finland, Denmark, and Germany have supportive labor laws and cultural attitudes toward worker well-being benefits that provide employees with generous sick leave, maternity leave, and time off.
Support your global team with a wellness program and benefits
Supporting employee wellness is multifaceted and can be especially challenging across international borders. Companies can now provide employees with peace of mind by offering competitive global benefits that include an employee wellness program. Partnering with a global Employer of Record (EOR) enables businesses to offer benefit packages tailored to and compliant with an employee’s local market and regulatory authority.
Talk to our experts at Velocity Global about bringing global benefits to your talent, no matter where they’re located.
