When eight out of 10 large employers offer wellness programming as a benefit to employees, it is clear that these employers value wellness. According to the National Business Group on Health, they each spend about $3.6 million annually on wellness programs. What is less clear is whether employees value them.

Surveys continue to report that a disconnect exists between the programs and employees. Simply put, utilization has, in most cases, never lived up to the expectations.

But a recent study suggests that perhaps the problem lies with how the wellness transaction occurs. Typically, wellness vendors offer programs with various components, and employers, often driven by budget concerns, will select from among them.

Continue Reading for Free

Register and gain access to:

  • Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
  • Educational webcasts, white papers, and ebooks from industry thought leaders
  • Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor

© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.

Dan Cook

Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.