Benefits to a Workplace Wellness Program

The Financial Benefits

  • The financial benefits combined with improved employee health equals an increase in productivity.
  • The relationship between health promotion programs and financial outcomes can be either positive or neutral.
  • A program must be sustained for a minimum of 3-5 years to demonstrate cost-effectiveness.
    Source Pelletier, 1997.
  • Benefits are felt through reduced rates of absenteeism, injuries, staff turnover, Worker's Compensation claims and extended health care costs. Each dollar spent receives 75 cents in return with some US companies seeing up to 6 dollars! This increase can be dramatic due to our ever-aging population.
Source: Craig-Evans, 1999.

The Health-Related Benefits

Craig-Evans [1999] reviewed numerous articles to determine elements of a successful workplace health promotion program. A 1997 review of 365 studies [Craig-Evans, 1999] concluded that many health promotion programs were able to produce changes in knowledge and health risk behaviours for the duration of the program specifically in four key areas. "The majority of articles agreed that the most important key to the success of workplace programs was to ensure that these programs were comprehensive". "Comprehensive" means that a program is planned with organizational participation. It addresses individual worker health, and the broader environment as well as including monitoring, feedback and reinforcement.

Elements of Success

  • It is important to state that employee ownership in the development of a program as well as goal-setting are the top priorities of a Workplace Wellness Program.
  • The Workplace Wellness Program acknowledges and supports workplace health and safety.
  • Studies show that smaller workplaces tend to have a higher participation rate than larger workplaces and achieve more positive results.
  • Strong program leadership models and healthy behaviours increase program credibility and participation in the Workplace Wellness Program.
Source: Craig-Evans, 1999

Read more on the process and 9 Steps to the Comprehensive Workplace Model