Why don’t workers participate in employer wellness programs?

Despite companies investing heavily in workplace health and wellness programs (HWPs), a new survey indicates a major disconnect between program availability and employee utilization. Employers generally believe in the efficacy and importance of such programs, while employees express lower perceived values of HWPs.

The Integrated Benefit Institute (IBI), a health and productivity research nonprofit organization, surveyed more than 900 employers and employees to understand their perspectives on HWPs. The disparities in responses illustrate that employers overestimate some aspects regarding the use and satisfaction of their wellness programs. Employers tend to overestimate high satisfaction levels, anticipating that nearly half of employees would be very satisfied with the programs, while only a quarter of employees actually report such high satisfaction levels.¹

According to the survey, 86% of employers indicate they offer health and wellness programs, showing a strong commitment to their employees’ well-being.¹ Indeed, more than 80% of those organizations consider employee health very important, and more than 65% consider their company as “very responsible” or “extremely responsible” when it comes to employee health and wellness.¹

But IBI found that less than half (49.8%) of employees say they are even aware of their employers’ HWPs, while 64% of employees who are aware of the programs utilize them.¹ The top reasons for participation include improving physical health (65.2%), enhancing mental wellbeing (54.7%), and managing stress (50.9%).¹

Mental health programs are the most common HWPs, offered by 68% of employers, followed by preventive health screenings, financial wellness programs and physical activity programs.¹ However, employers report that they struggle with low participation in most program types. Employees’ major barriers to participation include lack of time (60.9%), limited interest in offerings (36.9%), and lack of awareness/access (34.2%).¹

“Health and wellness programs are a core component of many employer-sponsored benefit programs,” Jim Huffman, IBI’s president and chief executive officer, said in a statement. “Much has been invested to help mitigate the risks of preventable medical conditions, yet the programs are not fully utilized by eligible employees. This valuable research sheds light on some of the underlying challenges that stand in the way of full engagement.”

So, what can employers do to make their HWPs more engaging and effective?

“As organizations invest significantly in health and wellness programs, it is crucial to bridge the gap between availability and actual employee participation,” said IBI researcher Sera-Leigh Ghouralal. “Our research highlights that tailored communication strategies, leadership support, and culturally sensitive initiatives are key to fostering a healthier, more engaged workforce.”  She added that when employers implement such evidence-based strategies, their organizations can significantly enhance HWP participation rates while fostering a healthier and more engaged and productive workforce.

This article was written by Lily Peterson from BenefitsPro and was legally licensed through the DiveMarketplace by Industry Dive. Please direct all licensing questions to legal@industrydive.com.