Corporate Wellness

Corporations lose money due to "un-wellness" in the workforce."Un-wellness" at work causes an increase in sick-days, lowers productivity, and increases insurance costs. Establishing a Corporate Wellness Program can increase profitability and lead to a healthier, happier workforce.

We are available for Corporate Wellness Programs on a daily, weekly, or monthly basis.

​Rates:

$100/hour

$500/day

$2500/week

$8000/month

Our Corporate Wellness Program is tailored to the needs of your business. We can set up a 30-minute workout for your employees before work or during the lunch hour. Massage therapy and various types of bodywork are available throughout the day. A health questionnaire serves as a starting point for employees to see where they may have health issues. From there, we can put together a Wellness Program specifically for each employee.

What’s the Hard Return on Employee Wellness Programs?

by Leonard L. Berry, Ann M. Mirabito, and William B. Baun

Since 1995, the percentage of Johnson & Johnson employees who smoke has dropped by more than two-thirds. The number who have high blood pressure or who are physically inactive also has declined—by more than half. That’s great, obviously, but should it matter to managers? Well, it turns out that a comprehensive, strategically designed investment in employees’ social, mental, and physical health pays off. J&J’s leaders estimate that wellness programs have cumulatively saved the company $250 million on health care costs over the past decade; from 2002 to 2008, the return was $2.71 for every dollar spent

Wellness programs have often been viewed as a nice extra, not a strategic imperative. Newer evidence tells a different story. With tax incentives and grants available under recent federal health care legislation, U.S. companies can use wellness programs to chip away at their enormous health care costs, which are only rising with an aging workforce.

What Is Workplace Wellness? Our extensive research on workplace wellness has led us to arrive at this definition of it: an organized, employer-sponsored program that is designed to support employees (and, sometimes, their families) as they adopt and sustain behaviors that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization’s bottom line.

Government incentives or not, healthy employees cost you less. Doctors Richard Milani and Carl Lavie demonstrated that point by studying, at a single employer, a random sample of 185 workers and their spouses. The participants were not heart patients, but they received cardiac rehabilitation and exercise training from an expert team. Of those classified as high risk when the study started (according to body fat, blood pressure, anxiety, and other measures), 57% were converted to low-risk status by the end of the six-month program. Furthermore, medical claim costs had declined by $1,421 per participant, compared with those from the previous year. A control group showed no such improvements. The bottom line: Every dollar invested in the intervention yielded $6 in health care savings.

57% of people with high health risk reached low-risk status by completing a worksite cardiac rehabilitation and exercise program.

We’ve found similar results in our own experience. In 2001 MD Anderson Cancer Center created a workers’ compensation and injury care unit within its employee health and well-being department, staffed by a physician and a nurse case manager. Within six years, lost work days declined by 80% and modified-duty days by 64%. Cost savings, calculated by multiplying the reduction in lost work days by average pay rates, totaled $1.5 million; workers’ comp insurance premiums declined by 50%.

4% is the voluntary turnover rate at SAS Institute, thanks in part to a highly effective employee wellness program.

What’s more, healthy employees stay with your company. A study by Towers Watson and the National Business Group on Health shows that organizations with highly effective wellness programs report significantly lower voluntary attrition than do those whose programs have low effectiveness (9% vs. 15%). At the software firm SAS Institute, voluntary turnover is just 4%, thanks in part to such a program; at the Biltmore tourism enterprise, the rate was 9% in 2009, down from 19% in 2005. According to Vicki Banks, Biltmore’s director of benefits and compensation, “Employees who participate in our wellness programs do not leave.” Nelnet, an education finance firm, asks departing employees in exit interviews what they will miss most. The number one answer: the wellness program.

Nelnet asks departing employees in exit interviews what they will miss most. The number one answer: the wellness program.