Health programs aren’t just about illnesses and injuries anymore, as large employers increasingly turn their attention toemployees’ financial, behavioral and social health.

That’s according to a study from health services company Optum, whichsays that large employers are expanding the reach of workplacehealth programs and including other aspects of wellness. The eighthannual study finds that while physical health is still a majorfocus of employee wellness programs, it’s by no means the only one,as other aspects of employee well-being are increasingly on largeemployers’ radar screens.

In fact, 51 percent of such programs now address financialhealth, up from 38 percent in 2015. In addition, 47 percent addressemployees’ social health — up from just 37 percent in 2015 — usingstrategies such as team-based activities in an effort to boostconnectedness and a sense of belonging. Behavioral health is nowfair game, too, with 68 percent of programs taking on that aspectof employee well-being, up from 65 percent in 2015.

“Employers are taking a more well-rounded approach to workplacewellness by focusing on their employees’ behavioral and financial health, in addition to their physicalhealth,” says Seth Serxner, chief health officer at Optum. “Forexample, we see increased interest among companies in developingnew programs around mindfulness, positivity and creativity, whichcan reduce stress, improve eating and sleeping habits, andstimulate innovative thinking.”

It’s not just “softer” aspects of an employee’s life gettingattention, though. Large employers are also expanding emerginghealth management programs, with a third offering telemedicineservices (up from 22 percent in 2015), and 31 percent provideaccess to an on-site health specialist (up 5 percent from 2015).Sleep health programs (offered by 18 percent, up from 7 percent in2015) and musculoskeletal programs targeting muscles, bones andjoints (offered by 14 percent, up from 7 percent in 2015) have alsoseen significant increases.

Investments in health and wellness program budgets and staff arealso on the increase, with 72 percent of large employers sayingthey now employ a dedicated wellness professional (up from 59percent in 2015) and 32 percent increasing their wellness programbudgets (up from 28 percent in 2015).

Then there are employee incentives, offered by 95 percent ofemployers, with contributions to health accounts the most populartype of incentive. In addition, 74 percent offer incentives toemployees’ family members, up from 57 percent in 2015; 50 percentmake “reward” contributions to HSAs and other health accounts, up from 38percent in 2015.

Some do take other approaches, however, with 48 percentproviding premium discounts, up from 37 percent in 2015, and 22percent providing extra vacation days, up from 9 percent in2015.