The answer to these questions is "yes" — with a few caveats. Here are five best practices employers can leverage to optimize health and wellness for their remote workforce:

Ensure employees are well-versed with their health benefits. In a recent interview with SHRM, insurance brokerage experts noted that the rise of remote work has led to some individuals moving states without informing their employers. This has a ripple effect: if an employee is enrolled in a health plan with steep out-of-network charges, their medical bills for routine care could skyrocket. To alleviate surprises, benefits managers need to be clear and transparent with employees about health plan coverage. They may also consider contracting with a more flexible health plan, or one with expansive telemedicine benefits, in the future.
Keep regular virtual meetings on the calendar. Zoom calls flourished during the early days of the coronavirus pandemic. Considering so many previously office-based workers are now opting to stay home, they should stay on the calendar. Regular face time between home-based workers and managerial staff provide much-needed interactions that can offset feelings of isolation and loneliness.
Improve access to preventive health care at home. Chronic disease levels remain high in the U.S. According to a recent estimate, 44% of older millennials born between 1981 and 1988 live with at least one chronic health condition. Many working Americans aren't engaging in preventive care or routine check-ups, citing reasons such as "lack of time." Employers can address this dynamic by making preventive care more convenient and accessible. One easy, cost-effective way to do this is to send remote workers home-based health testing kits. These out-of-box kits enable consumers to regularly check cholesterol levels, weight, blood pressure, blood glucose and other metrics in minutes. Some kits can even be paired with an accompanying smartphone app to track health and measure progress.
Address ergonomic barriers to optimal working conditions. A survey of 900 US full-time and part-time workers showed that 45% of respondents reported experiencing back and joint pain since they started working from home, while 71% said the pain has either gotten worse or it's a new pain they're experiencing since working from home. This suggests that workers could use a little help in selecting physically supportive chairs and desks. Consider Google's approach: In 2020, the organization reportedly provided stipends of up to $1,000 for employees to purchase work-at-home gear.
Promote sleep health and regular exercise. A well-rested and fit remote worker is more productive and satisfied than an exhausted one. Consider new ways of encouraging workers to improve both their sleep quality and their fitness. Sending employees their own smartwatches or fitness trackers, for example, can encourage them to keep tabs on exercise and sleep quality. The right rewards programs, too, can also incentivize workers to partake in fitness challenges and health assessments.

Working from home is no longer a special perk leveraged by employers that want to appear uniquely flexible. It's a trend that organizations must embrace from this point forward and benefits plans should change as a result.

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