An employee wellness program is an initiative sponsored by an employer and specifically designed to foster the physical, mental, and emotional well-being of its workforce. While these programs can manifest in various ways, their core purpose remains consistent: to cultivate a healthier and more productive workplace.
A thoughtfully structured wellness program also serves key business objectives, helping to reduce healthcare costs and absenteeism, boost employee retention, and ultimately enrich the company culture.
If you are developing a new program or refining an existing one, certain fundamental building blocks are essential for ensuring your approach is effective, practical, and sustainable.
Straightforward design
Imagine a company introducing its new employee wellness program with an email that reads, “Welcome aboard! Attached is a 200-page guide, featuring a complex point system that will determine whether you qualify for incentives and a lengthy glossary of medical terminology.”
See the problem? The quickest way to derail participation is by overcomplicating the rollout. Granted, any type of wellness program will inevitably have a learning curve. But the simpler the design, the easier it will be to explain and implement. Remember that you can update and increase a program’s complexity as it becomes more ingrained in your business’s culture.
Clear communication
Strong program communication is also paramount. Write, format and organize materials clearly and concisely. Be creative with the design and language to capture employees’ interest. Just keep in mind that the content must be sensitive to the fact that the program addresses inherently personal issues of health and well-being.
If you don’t have anyone in-house who can handle these criteria, consider engaging a consultant. In addition, ask your attorney to review all program materials for compliance purposes.
Well-vetted vendors
For most companies, outside vendors provide the bulk of wellness program services and activities. These may include:
- Seminars on healthy life and work habits,
- Smoking cessation workshops,
- Fitness coaching,
- Healthful food options in the break room and cafeteria, and
- Runs, walks or other friendly competitive or charitable events.
It’s critical to thoroughly vet providers and engage only those that are skilled and qualified. Neglecting to do so could mean that, even if you create and communicate a solid program, it will likely fail once employees show up to participate and are disappointed by the experience. Quality partnerships build credibility — and lasting engagement.
A strategic investment
Developing a wellness program may be a wise decision for both your employees and business. If you’re just getting started, build it on the fundamentals mentioned. And if you already have a program up and running, closely monitor participation and outcomes so you can make informed adjustments that enhance its long-term value. We’d be happy to help you establish a realistic budget, identify potential tax advantages and measure the financial return on your investment.
RUDLER, PSC CPAs and Business Advisors
This week's Rudler Review is presented by Chris Seitz, Senior Client Accounting Specialist and Heather Davis, CPA.
If you would like to discuss your particular situation, contact Chris or Heather at 859-331-1717.
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