The headline speaks for itself here. Employee wellness programs should save employees money, while also instilling healthy habits. A recent New York Times article suggests that, for most employers, wellness programs save money but only by penalizing employees for unhealthy behavior or bad biometric readings. This is entirely possible. Especially since the Affordable Care Act doesn’t have a structure in place allowing employers to levy financial penalties against employees who are outside of a healthy range.
However, if you’re going to spend the time and resources to implement a health and wellness program wouldn’t you rather invest in employee success rather than save a buck in their failure? Using a structured, well communicated program and small spot rewards is a recipe for mutual success between employee and employer. Using small denomination gift cards to healthy retailers like Whole Foods Market, CVS/pharmacy or Nutrisystem encourage employee participation and provide employer support of employees lifestyle efforts.
Focus on mutual successes with your employee rewards program because if employers win and employees lose the retention and engagement benefits of a truly successful employee wellness program will be lost. An initial investment can pay dividends in the longer term.