Health Equals Wealth: How Workplace Wellness Programs Benefit Both Employers and Workers

Benjamin Franklin had much to say about maintaining health, famously observing that "an ounce of prevention is worth a pound of cure." And Franklin practiced what he preached-he enjoyed good health until he died at 84, no small feat in the 18^th century when life expectancy was well below that. Moreover, he was able to retire in his 40s, having become sufficiently rich to devote himself to his hobbies: writing, scientific study, inventing, and oh, yes, helping to found a new country. In his autobiography, Franklin noted that his "long-continued good health" helped him achieve the "easiness of circumstances" that enabled his many accomplishments.

Businesses today are following Franklin's sound advice about the value of prevention by promoting wellness in the workplace: the Wellness Councils of America (WELCOA) report that more than 80 percent of American businesses with 50 or more employees have some form of wellness program.

And there are many good reasons to have one. According to the Wall Street Journal, health-care premiums of employers and workers have doubled from 2000 to 2006; the cost for family coverage under an employee health plan is now $11, 480, a huge expense for both employers and workers.

Workplace absenteeism, another problem associated with employees' bad health habits, lowers productivity and thus profitability, especially for small companies. David Hunnicutt, president of WELCOA, points out that when a small company of six employees has two people out due to illness, the firm loses 33 percent of its work force on that day.

The situation could worsen. The Kiplinger Washington Letter projects that health spending will reach $2.1 trillion in 2007. The Centers for Disease Control reports that one in five American adults is considered obese, thus significantly increasing their risks of developing chronic and costly illnesses. The Chicago Tribune reports that obesity's cost to businesses results in more than $13 billion annually in health, life and disability insurance payments, and sick days. In 1996 the Surgeon General's Report on Physical Activity and Health estimated that over 60 percent of adults do not achieve the recommended amount of regular physical activity, which the American Council on Exercise says is 30-60 minutes of cardiovascular exercise at least 3-4 times a week for most people.

However, there is much that businesses can do to reverse these trends. In 1993 The New England Journal of Medicine estimated that preventable disease makes up approximately 70 percent of the burden of illness and the associated costs. The journal also noted that half of the deaths in the United States are due in part to preventable causes: smoking, poor diet, inactivity, and alcohol abuse.

Learn about employment liabilities and prevent workplace-related claims of discrimination, sexual harassment, and wrongful termination.

The good news is that workplace wellness programs can do much to improve the health of Americans-and a company's finances. Since the federal government estimates that Americans spend at least 30 percent of their time at work, the worksite is a logical place to institute preventive medicine. Moreover, there is ample evidence to support that workplace wellness programs are effective. Here are some facts:

In a 1998 review of literature on the financial impact of worksite health promotion programs published in the industry newsletter The Art of Health Promotion, Steven Aldana, PhD, noted that in 54 studies, "the reductions reported in medical care and absenteeism are significant in most cases."
The Art of Health Promotion also noted that an in-depth study of eight employee health promotion programs showed an average reduction of $3.35 in medical costs for every dollar spent on health promotion.
A May 2004 issue of the Journal of Occupational and Environmental Medicine found that employees who engaged in moderate physical activity at least 1 to 2 times a week paid $250 less in health care costs annually than sedentary employees who did not exercise at all.

Before instituting a workplace wellness program, both management and staff must recognize its importance and the rationale behind it. Employers and workers must understand that preventing health problems through a wellness program can extend life, save money, and increase personal and professional happiness.

So must a company build a state-of-the-art gym and an in-house clinic in the workplace? Certainly not. In fact, businesses can choose from a range of cost-effective measures that are both affordable and effective in promoting employee health; these can be tailored to any business's resources and needs.

Host annual on-site health fairs to inform employees of baseline health measurements such as blood pressure, cholesterol and blood sugar levels, and general cardiovascular health. Abnormalities in these areas too often go unchecked and untreated, resulting in more serious and costly health problems when these conditions are ignored. Companies with relatively few employees could get together with other small firms to sponsor a health fair at a central location convenient to most workers. Informing workers of these basic health facts can motivate them to lead healthier lives and seek medical care if necessary.

Encourage exercise. If financially feasible, companies might underwrite the cost of gym memberships for employees when on-site workout facilities are not possible or practical. Merely allowing employees some flexibility in their schedules to incorporate exercise in their daily routines can increase productivity. A truly low-cost measure would be to give employees inexpensive pedometers to encourage them to achieve the daily goal of 10,000 steps, a fitness benchmark.

Offer healthier food choices. Just as schools are offering children healthier food options to fight the obesity epidemic, companies can offer salads, low-fat sandwiches, and fresh fruit at lunch meetings; encourage employees to drink water instead of sugary sodas; and replace unhealthy foods like chips and candy sold in workplace vending machines with more nutritious snacks. LuAnn Heinen of the Washington, D.C.-based Institute on the Costs and Health Effects of Obesity says the workplace should not "trap employees in unhealthy food environments."

Sponsor smoking-cessation programs. The Centers for Disease Control has estimated that an employee who smokes costs an employer an extra $1300 per year. But a study by the University of Michigan School of Public Health found that the cost of a smoking-cessation program in relation to a health plan's total expenditure is minimal. Money spent on getting employees who smoke to quit is money well-spent.

Promote good hygiene. The viruses that cause influenza and colds can spread quickly in the workplace; germs live for up to two hours on doorknobs, desks, telephones, and keyboards that all employees touch. Reminding employees to practice good hygiene, especially frequent, thorough hand washing (15-20 seconds with warm, soapy water) can prevent one ill employee from infecting others on the job. Providing employees with alcohol gel or wipes is an inexpensive but effective method of reducing the spread of infections in the workplace.

Preventing serious medical problems, cutting health costs, reducing absenteeism, and creating a culture of wellness are worthy goals businesses can achieve by promoting health in the workplace. The ancient Greek physician and "father of medicine" Hippocrates said, "If we could give every individual the right amount of nourishment and exercise, not too little and not too much, we would have found the safest way to health." By embracing this timeless wisdom and instituting a workplace wellness program, a business will see improvements in the health of both employees and the company's finances.

Provided by: HRTutor.com and The Human Equation Email this article Health Equals Wealth: How Workplace Wellness Programs Benefit Both Employers and Workers By: Mary Albanese
Benjamin Franklin had much to say about maintaining health, famously observing that "an ounce of prevention is worth a pound of cure." And Franklin practiced what he preached-he enjoyed good health until he died at 84, no small feat in the 18^th century when life expectancy was well below that. Moreover, he was able to retire in his 40s, having become sufficiently rich to devote himself to his hobbies: writing, scientific study, inventing, and oh, yes, helping to found a new country. In his autobiography, Franklin noted that his "long-continued good health" helped him achieve the "easiness of circumstances" that enabled his many accomplishments. Businesses today are following Franklin's sound advice about the value of prevention by promoting wellness in the workplace: the Wellness Councils of America (WELCOA) report that more than 80 percent of American businesses with 50 or more employees have some form of wellness program. And there are many good reasons to have one. According to the Wall Street Journal, health-care premiums of employers and workers have doubled from 2000 to 2006; the cost for family coverage under an employee health plan is now $11, 480, a huge expense for both employers and workers. Workplace absenteeism, another problem associated with employees' bad health habits, lowers productivity and thus profitability, especially for small companies. David Hunnicutt, president of WELCOA, points out that when a small company of six employees has two people out due to illness, the firm loses 33 percent of its work force on that day. The situation could worsen. The Kiplinger Washington Letter projects that health spending will reach $2.1 trillion in 2007. The Centers for Disease Control reports that one in five American adults is considered obese, thus significantly increasing their risks of developing chronic and costly illnesses. The Chicago Tribune reports that obesity's cost to businesses results in more than $13 billion annually in health, life and disability insurance payments, and sick days. In 1996 the Surgeon General's Report on Physical Activity and Health estimated that over 60 percent of adults do not achieve the recommended amount of regular physical activity, which the American Council on Exercise says is 30-60 minutes of cardiovascular exercise at least 3-4 times a week for most people. However, there is much that businesses can do to reverse these trends. In 1993 The New England Journal of Medicine estimated that preventable disease makes up approximately 70 percent of the burden of illness and the associated costs. The journal also noted that half of the deaths in the United States are due in part to preventable causes: smoking, poor diet, inactivity, and alcohol abuse. *Learn about employment liabilities and prevent workplace-related claims of discrimination, sexual harassment, and wrongful termination.* The good news is that workplace wellness programs can do much to improve the health of Americans-and a company's finances. Since the federal government estimates that Americans spend at least 30 percent of their time at work, the worksite is a logical place to institute preventive medicine. Moreover, there is ample evidence to support that workplace wellness programs are effective. Here are some facts: In a 1998 review of literature on the financial impact of worksite health promotion programs published in the industry newsletter The Art of Health Promotion, Steven Aldana, PhD, noted that in 54 studies, "the reductions reported in medical care and absenteeism are significant in most cases." The Art of Health Promotion also noted that an in-depth study of eight employee health promotion programs showed an average reduction of $3.35 in medical costs for every dollar spent on health promotion. A May 2004 issue of the Journal of Occupational and Environmental Medicine found that employees who engaged in moderate physical activity at least 1 to 2 times a week paid $250 less in health care costs annually than sedentary employees who did not exercise at all. Before instituting a workplace wellness program, both management and staff must recognize its importance and the rationale behind it. Employers and workers must understand that preventing health problems through a wellness program can extend life, save money, and increase personal and professional happiness. So must a company build a state-of-the-art gym and an in-house clinic in the workplace? Certainly not. In fact, businesses can choose from a range of cost-effective measures that are both affordable and effective in promoting employee health; these can be tailored to any business's resources and needs. Host annual on-site health fairs to inform employees of baseline health measurements such as blood pressure, cholesterol and blood sugar levels, and general cardiovascular health. Abnormalities in these areas too often go unchecked and untreated, resulting in more serious and costly health problems when these conditions are ignored. Companies with relatively few employees could get together with other small firms to sponsor a health fair at a central location convenient to most workers. Informing workers of these basic health facts can motivate them to lead healthier lives and seek medical care if necessary. Encourage exercise. If financially feasible, companies might underwrite the cost of gym memberships for employees when on-site workout facilities are not possible or practical. Merely allowing employees some flexibility in their schedules to incorporate exercise in their daily routines can increase productivity. A truly low-cost measure would be to give employees inexpensive pedometers to encourage them to achieve the daily goal of 10,000 steps, a fitness benchmark. Offer healthier food choices. Just as schools are offering children healthier food options to fight the obesity epidemic, companies can offer salads, low-fat sandwiches, and fresh fruit at lunch meetings; encourage employees to drink water instead of sugary sodas; and replace unhealthy foods like chips and candy sold in workplace vending machines with more nutritious snacks. LuAnn Heinen of the Washington, D.C.-based Institute on the Costs and Health Effects of Obesity says the workplace should not "trap employees in unhealthy food environments." Sponsor smoking-cessation programs. The Centers for Disease Control has estimated that an employee who smokes costs an employer an extra $1300 per year. But a study by the University of Michigan School of Public Health found that the cost of a smoking-cessation program in relation to a health plan's total expenditure is minimal. Money spent on getting employees who smoke to quit is money well-spent. Promote good hygiene. The viruses that cause influenza and colds can spread quickly in the workplace; germs live for up to two hours on doorknobs, desks, telephones, and keyboards that all employees touch. Reminding employees to practice good hygiene, especially frequent, thorough hand washing (15-20 seconds with warm, soapy water) can prevent one ill employee from infecting others on the job. Providing employees with alcohol gel or wipes is an inexpensive but effective method of reducing the spread of infections in the workplace. Preventing serious medical problems, cutting health costs, reducing absenteeism, and creating a culture of wellness are worthy goals businesses can achieve by promoting health in the workplace. The ancient Greek physician and "father of medicine" Hippocrates said, "If we could give every individual the right amount of nourishment and exercise, not too little and not too much, we would have found the safest way to health." By embracing this timeless wisdom and instituting a workplace wellness program, a business will see improvements in the health of both employees and the company's finances.
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