Top 10 Strategies to Support Employee Health: A Guide for Employers

Supporting employees with the health they care about requires a personalized, inclusive approach that considers different physical, mental, and emotional health needs. Companies can go beyond the basics of healthcare benefits and offer resources and programs that align with what employees value most when it comes to their well-being. Here are some examples of how companies can support employees with the health they care about.

1. Mental Health Support

Example: A company might offer free or subsidized access to mental health resources like counseling, therapy, or stress management courses. Many types of Private Health Insurance include mental health therapy, which companies can provide for employees as a part of the health insurance benefit package.
Why it works: Mental health is increasingly a priority for employees. Offering resources for managing stress, anxiety, and depression can help employees feel supported and increase overall workplace morale and productivity.

2. Flexible Work Arrangements (Work-Life Balance)

Example: Consider providing flexible schedules, unlimited paid time off (PTO), and remote work options. This allows employees to tailor their work hours around personal needs, family commitments, and health considerations.
Why it works: Employees who have flexibility in where and when they work are better able to manage their work-life balance, reducing stress and improving mental well-being. They will feel more satisfied, and thus be more productive during their working hours.

3. Physical Health and Wellness

Example: Options can include on-site fitness centers, fitness reimbursements, and onsite and virtual exercise classes. Pair this with a fitness challenge and your employees will love it!
Why it works: By promoting physical fitness, employees feel healthier, more energetic, and less prone to burnout. Encouraging movement through these kinds of initiatives can lower healthcare costs, boost mood, and increase productivity.

4. Healthy Eating and Nutrition

Example: Provide healthy snacks and meals in the office and offer a monthly stipend for employees to spend on wellness-related activities, such as nutritious food deliveries. Bring in a wellness vendor to lead an onsite or virtual cooking class, and schedule events that teach employees how to make healthy and delicious recipes.
Why it works: Nutrition is a key component of overall health, and providing healthy food options helps employees maintain their energy and focus throughout the day. Healthy eating also reduces sick days and improves long-term health outcomes.

5. Weight Loss

Example: GLP-1s or glucagon-like peptide-1 receptor agonists are changing healthcare, and employers may consider covering these under the benefits plan. Weight loss medications like Ozempic and Wegovy have the potential to improve health outcomes, however, they are a major driver of rising health premiums and should be carefully considered before expanding GLP-1 coverage. An employer who provides this benefit should also have a diverse and holistic approach to wellness.
Why it (could) work: GLP-1s, primarily improve health by effectively managing blood sugar levels in people with type 2 diabetes, promoting weight loss through increased satiety signals, and potentially reducing the risk of cardiovascular events by lowering blood pressure and improving lipid profiles. While these medications can be highly effective, they may cause side effects such as nausea, vomiting, and decreased appetite. Proper nutrition can help mitigate these side effects and enhance the effectiveness of GLP-1 therapy.

6. Financial Wellness

Example: Financial wellness goes beyond the traditional 401-K. Offer your employees access to financial wellness programs, including financial wellness workshops, 1:1 financial coaching, tools for budgeting, and student loan repayment assistance. Provide your employees with resources to learn about personal finance and planning for retirement.
Why it works: Financial stress can negatively impact an employee’s mental health and work performance. Offering financial education, budgeting tools, and debt management support can empower employees to make better financial decisions, alleviating some of that stress.

7. Health Screenings and Preventative Care

Example: Offers on-site health screenings for things like cholesterol, blood pressure, and glucose levels, as well as flu shots and other preventative care services. Companies like Cigna and Independence often partner with employers to offer access to telehealth consultations, health risk assessments, and wellness assessments.
Why it works: Proactive healthcare allows employees to stay on top of their health and catch potential issues early. Preventative care programs reduce long-term healthcare costs and improve the overall well-being of the workforce. Bringing this to the worksite saves time for the employees, and makes the preventative care more accessible.

8. Support for Parents and Caregivers

Example: Consider your paid parental leave policy, along with flexible work hours to help new parents adjust. Offer adoption assistance and fertility benefits. Include leave policies and resources for employees caring for elderly parents or family members with health needs.
Why it works: Offering support for parents and caregivers helps employees balance their professional responsibilities with personal caregiving needs, leading to greater job satisfaction and retention. It also promotes inclusivity for employees of diverse family structures.

9. Chronic Condition Management Support

Example: Aetna offers a specialized program for employees managing chronic conditions such as diabetes, asthma, or hypertension. The program includes access to telemedicine, care coordination, and personalized health coaching.
Why it works: Employees with chronic conditions need support to manage their health effectively, and tailored programs can improve outcomes, reduce absenteeism, and enhance employees’ quality of life.

10. Flexible Days and Time for Rest

Example: Consider providing your employees with “mental health days” that they can take off in addition to regular PTO or sick days. And strengthen your commitment to your employees’ mental health by offering employees paid days off specifically for mental health recovery and wellness.
Why it works: Offering dedicated time off for mental health and recovery helps reduce burnout, prevent exhaustion, and give employees the mental space they need to return to work refreshed and productive.

Bonus: Wellness Challenges and Group Activities

Example: We provide a wellness platform and help our clients set up company-wide well-being challenges, such as physical activity and healthy habits challenges. Employees can earn rewards for hitting health goals, and these challenges can foster team spirit while promoting physical activity.
Why it works: Group wellness challenges create a sense of community, promote healthy competition, and encourage employees to stay active and engaged. It also makes wellness fun and social.

By offering a combination of these health-focused initiatives, companies can create a holistic wellness program that supports a wide variety of employee health needs. These programs will show your employees that the company cares about their well-being, not just their work output, leading to better retention, higher engagement, and a more positive company culture.