Employers are sharing the problem of obesity. While many employees are struggling with weight, employers are seeing heavy consequences on their business. Research shows that employers are spending billions of dollars in medical expenses to cover their obese employees. This includes claims for services resulting from obesity-related diseases, prescription costs, and disability. The cost only increases when employers factor in the increased absenteeism and loss of productivity that are often seen as a result.
When implementing wellness programs, HR professionals have many options. From program topics to eligibility, the choice is dependent on your company’s culture and health care goals. Many companies limit their wellness programs to employees, but research shows there’s a significant cost savings when programs are opened to dependents. Although it does have its challenges, dependent participation can increase both health care savings and overall employee motivation.
Bullying is a harsh reality in many workplaces around the globe. Unlike workplace harassment, bullying is not illegal in the US, but it can affect an employee’s wellbeing, nonetheless. HR professionals can implement anti-bullying policies in their wellness program to provide their employees a less stressful and safer work environment.
In today’s hectic business world, employees not only have heavy work demands, but plenty of family and home responsibilities, as well. The average employee is in constant search of some form of work/life balance. Employers can take steps to help their employees by incorporating flexible work arrangement initiatives into their wellness programs.
Stress is known to contribute to many conditions, including high blood pressure and depression. Current research is now showing that it may also have a significant impact on memory loss. This is bad news for employees who deal with increasing work demands, and bad news for the employers who are trying to stay competitive.