The COVID-19 pandemic forced employers and employees alike to adapt to a new way of working. This means working from home, at least part of the time for many. Now that some employees are starting to return to the office, employers are focused on keeping them safe and healthy.
According to the 13th Annual Employer-Sponsored Health & Well-Being Survey, 83% of respondents stated that employee well-being would play a significant role during the return. As employees adjust to working in an office again, employers will face new challenges, even as many are being proactive in addressing them.
Many companies are instituting a variety of initiatives, such as mental health (91%), physical health (60%), and work/life balance (57%). In addition, 60% of the organizations surveyed stated that most of their employees would work under a hybrid model in 2022. Of these, 50% said they expected their hybrid workers to be in the office three days per week.
Over half of the respondents also stated they would be focusing on job satisfaction as part of their well-being program.
Large Employers Increase Well-Being Budgets
Employers with over 20,000 employees increased their 2022 budgets for well-being programs to $11 million, compared to $10.5 million in 2021. Incentives are still a significant part of well-being programs, with the average financial incentive rising by 22% to $823 per employee.
Asked why they were implementing these well-being programs, most employers cited increasing productivity (68%), lowering health risks (63%), and managing healthcare costs (52%). However, 39% stated their goal was to improve their company’s reputation and brand.
For more employee benefits solutions, contact INSURICA today.
Copyright © 2022 Smarts Publishing. This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. © 2023 Zywave, Inc. All rights reserved.
About the Author
Share This Story
Related Blogs
Personalization Now a Baseline Expectation in Employee Benefits
In 2025, personalization has moved from “nice to have” to “non-negotiable.” Employees expect benefits that reflect their individual needs, values, and life stages. Static, one-size-fits-all plans are being replaced by flexible, modular offerings that empower employees to choose what matters most.
Fertility, Family Planning, and Parental Leave Are Front and Center
In 2025, family-building support has emerged as a defining priority in employee benefits strategy. Fertility coverage, inclusive parental leave, and caregiving support are no longer niche offerings — they’re central to how employees evaluate workplace value. As life paths diversify and caregiving responsibilities expand, benefits managers are rethinking what it means to support the whole employee.
Gag Clause Attestation Deadline: December 31, 2025
Employer-sponsored group health plans must submit their 2025 Gag Clause Prohibition Compliance Attestation (GCPCA) to CMS by December 31, 2025, to confirm compliance with federal transparency rules. This annual filing covers the 2024 calendar year and applies regardless of employer size or funding arrangement.