According to a recent study by Welltok, employees still aren't sensing a strong connection between their employer and their personal health. Despite all the hype about wellness programs, just 10 percent of employees say they rely on their company for regular input on how to manage their health.

(Oh, and a measly 8 percent told Welltok they rely on carriers for health information. Brokers and carriers, you still want to argue over whether you're helping with wellness? This is a huge problem.)

But worse, when asked what stands in their way of optimizing their health, consumers actually cited their workplace, with work commitments being the top impediment at 47 percent. Cost comes in as the second biggest impediment to living a healthy lifestyle, which also is related to the employer. Discounted gym memberships, reduced premiums and other financial situations, as part of a wellness package, can help.

(Here's where I clarify that another 37 percent cited lack of motivation as an obstacle standing in the way of optimizing health. Can I justify carriers, doctors and employers motivating people to get healthy? Absolutely — everyone needs motivation. But I'm not going to do that. This is lazy. And it's entirely your own problem.)

It's one thing not to jump on the wellness bandwagon, but if your employees say you're actually standing in the way of their health, then that's starting to look problematic.

Whether they're getting it or not, employees are clamoring for health information and tools and kits and incentives to wellness. That's a good start. And like it or not, most of them need their hand held.

We already know there's a slew of evidence that tells us that employees' health does impact the workplace. At the very least, healthier (both mentally and physically) employees will result in a more productive and loyal workforce.

Maybe employers don't have to help with wellness because they should or because it's their responsibility. But maybe they should simply because it's the right thing to do.

No, the ROI figures aren't in yet to justify how much they're getting in return for their efforts. But as just one employee, I personally wouldn't mind reduced health care costs, a Fitbit, a discounted gym membership, health materials and tips, or even a free half hour of my work day just to take a walk. And I would argue those benefits would help me think — and act — more on my health.

After all, benefits — whether they look different or not — are still part of the workplace.  And yeah, they're still important.