Workplace Wellness Programs Are Thriving

Pam Morton • April 11, 2025

Best Practices on Wellness Programs

TIn its seventh annual Employee Wellness Industry Trends Report, Wellable tracked the best practices for corporate wellness programs. This information guides human resources managers on how to plan and implement wellness initiatives in their own workplaces. What is clear is that companies are continuing to expand their wellness programs as a way to attract and retain top talent. In 2023, the corporate wellness market was valued at $61 billion. By 2030, the number is expected to grow to $85 billion.


Mental health remains at the core of corporate wellness programs as companies recognize the benefits in increasing employee productivity, job satisfaction and sense of well-being. Companies are subscribing to the old adage that you need "a sound mind in a sound body" by offering employees both physical and mental fitness programs.


There is a movement away from office-based programs as hybrid working arrangements gain popularity. Some companies are shedding investments in physical fitness classes, biometric screenings and free healthy food options. What is taking their place are flexible lifestyle spending accounts, which allow employees to focus on what is important to them — such as gym memberships, at-home fitness equipment, mental health services and nutrition counseling. Employees like the autonomy of being able to choose the right direction for their wellness journey.


Take the long view


A well-balanced wellness program takes a holistic approach and addresses all the lifestyle components that ensure an employee's well-being. This includes physical, financial, emotional, social, intellectual and, of course, mental health. All companies, no matter their size, should have a mental health resource component. Such a program should include counseling sessions, online mental health services and workshops on mental health. These programs help employees manage their stress, anxiety, depression and other mental health challenges. Some companies include on-site or remote mindfulness classes, which are geared specifically toward a corporate audience. Some of the classes include chair yoga, how to build boundaries between work and home (sounds very "Severance"), benefits of journaling and stress reduction.


There are those who argue that wellness programs are not yielding the results they want. This can be explained by the fact that these programs center on the individual and do not address what is causing them to have mental and physical stress in the first place. What seems to be a major cause of this stress? As you might guess, it is often the office environment itself that is the root cause. Without taking a hard look at the corporate culture and management style of the company's leaders, wellness programs cannot be effective. Employees who feel stressed due to excessive or unrealistic workloads will not benefit from wellness programs. Even though companies offer access to online therapy sessions, employees' mental health improvement will be negligible — as the stressors are still in place — unless there is a change in the work environment. What is needed is employer buy-in to bring about the change they want to see in their world.


Wellness programs will continue to proliferate with substantial corporate investments made to fund them. There is no question that these programs are intended to have positive results; however, corporations need to walk the walk, not just talk the talk, in fostering wellness in the workplace.


Copyright 2025 Industry Newsletters

By Pam Morton April 1, 2026
When people sign up for a new health insurance plan—whether it’s an employer-sponsored plan or one purchased through the Affordable Care Act (ACA) exchange—they are often confused about when coverage starts, what services are covered, and how much they will need to share in the cost of care. The Kaiser Family Foundation recently compiled a list of seven takeaways from stories about people who ended up paying large out-of-pocket expenses for medical care. Reviewing these tips can help health plan enrollees better understand their coverage and avoid unexpected financial surprises. 1. Most insurance coverage doesn’t start immediately Many new plans include waiting periods, so it’s important to maintain continuous coverage until your new plan takes effect. Usually, health insurance starts on the first of the month and ends on the last day of the month. There are special circumstances when someone loses job-based health coverage. In that case, they may elect COBRA or purchase a plan through the ACA marketplace. With COBRA, once payment is made, coverage applies retroactively—even for care received while someone was temporarily uninsured. Losing employer coverage qualifies someone for an ACA Special Enrollment Period , which generally allows them to enroll in a Marketplace plan up to 60 days before or 60 days after their employer coverage ends. If someone enrolls before their job-based coverage ends, their new plan can usually begin right away and help prevent a gap in coverage. If someone enrolls after their job-based coverage ends, Marketplace coverage usually begins on the first day of the month after enrollment, so they could experience a short coverage gap before the new plan starts. 2. Check coverage before checking in Some health plans include restrictions that may not be obvious at first. These restrictions can affect coverage for services such as contraception, immunizations, and cancer screenings. Before receiving care, enrollees should contact their insurance company (or for job-based insurance, their human resources or retiree benefits office) to confirm coverage. Ask whether there are exclusions for the care you need, whether there are limits per day or per policy period, and what out-of-pocket costs you should expect. 3. “Covered” doesn’t always mean insurance will pay right away It’s important to read the fine print about network gap exceptions, prior authorizations, and other insurance approvals. These requirements may apply only to certain doctors, services, or dates. In addition, even if a service is covered, the insurance company may not pay for it until you have met your deductible or other cost-sharing requirements. 4. Get estimates for non-emergency procedures Before scheduling a non-emergency procedure, patients may be able to compare prices among different providers. Request written estimates whenever possible. If the cost seems too high, it may be possible to negotiate the price before receiving care, or find an alternate provider. 5. Location matters The cost of care can vary significantly depending on where services are performed. For example, if blood work is required, ask your doctor to send the order to an in-network lab. Sometimes a doctor’s office affiliated with a hospital system will automatically send samples to a hospital lab, which may result in higher charges if the lab is out of network. 6. When hospitalized, contact the billing office early If you or a loved one is admitted to the hospital, speaking with a billing representative early in the process can help prevent confusion later. Consider asking questions such as: Has the patient been fully admitted, or are they under observation status? Has the care been classified as “medically necessary”? If a transfer to another facility is recommended, is the ambulance service in-network—or can one be selected? 7. Ask for a discount Medical charges are often higher than the rates insurers typically pay, and providers frequently expect some level of negotiation. Patients may also be able to negotiate their own bills. In addition, uninsured or underinsured patients may qualify for self-pay discounts or financial assistance programs such as charity care. If you need assistance with your health insurance in California, contact Benefits By Design Insurance Services in San Diego. www.benefitsbydesignca.com or email admin@benefitsbydesignca.com.
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