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Workplace Health and Wellness Programs
Liberty University
BUSI: 342 (D09) Human Resource Management
Workplace Health and Wellness Programs
I chose to research workplace health and wellness programs for this assignment. I love to
exercise, and my health is very important to me. I feel as though when you have a supportive
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workplace regarding these aspects of life, it is easier for an individual to take care of themselves,
if they were not already. This topic hits home for me as my mother struggles with her health and
has recently gained the ability to work for a business that allows employees to exercise for an
hour out of their workday. This has improved her overall attitude and has taught her the
importance of living a healthy lifestyle.
Thesis:
Health and wellness programs are a great way for companies to support their employees
to maintain a healthy lifestyle inside and outside of work. Health and wellness programs promote
mental and physical health for employees. Companies that cultivate a healthy workforce
environment promote a positive culture in the workplace resulting in promoting a better
atmosphere for their business.
I. About one third of adults in the United States are obese or overweight which has become
a concern for employers. (Valentine et al., 2020)
a. Obesity is a result of the United States convenience-based lifestyle.
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b. This has become a concern for employers because of economic costs, including
doctor visits, higher health care premiums, and lost workdays. (Valentine et al.,
2020)
i. Companies can help address this problem by promoting physical fitness
while offering incentives to their employees.
II. Mental health has been found to also be affected when an individual has poor physical
health.
a. Poor health and physical fitness has been linked to anxiety and depression.
b. “Nearly one in three people with a long-term physical health condition also
has a mental health problem, most often depression or anxiety.” (Mental
Health Foundation, 2023)
III. Managers/leadership can aid individuals with health implications by creating an
environment of well-being.
a. An individual’s personal well-being influences their mental and physical health as
well as their work-life.
b. “These concerns for individual well-being and health arose out of increasing
psychosocial hazards individuals were confronted with on a daily basis, such as
increasing work demands and poor work–life balance or even work–life conflict,
which impeded their work’s success and health.” (Koinig & Diehl, 2021)
IV. An individual’s health directly influences their work performance and attendance.
a. Employers who neglect improving their employee’s wellbeing will result in a less
productive team, in turn increasing employee turnover due to the lack of balance
in employee roles.
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i. “…75 percent of high-performing companies now measure employee
health status as a key part of their overall risk management strategy, and
many pursue active wellness programs.” (Chenoweth, 2023)
V. Health and well-ness programs are beneficial for employees by providing a resource that
is not common knowledge.
a. Stakeholders will benefit from a thriving business; the thriving business will come
from a supported workforce.
i. The company implementing a health and wellness program will have to
invest financially and plan for this resource accordingly.
VI. When a company implements health and wellness programs jumping through legal hoops
will be necessary.
a. The said company can offer health insurance discounts and reimbursements to
employees who meet specific health standards.
i. Incentives with specifications can be unfair or illegal, the NIH states,
“…employers must be careful when it comes to implementing wellness
programs so they can be in legal compliance and fair to their
employees.” (Mujtaba, B. G., & Cavico, F. J. (2013)
An Employers Part in Improvement
Managerial/leadership implications/responsibilities are diverse and complex.
Managers/leadership should possess many qualities to provide employees the best environment.
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Leadership that understands its employees and their organization will be best prepared to fulfill
the company’s needs. Leaders should effectively manage the business resources and money, by
providing health and wellness programs this provides a great resource while budgeting correctly
for this resource. The rising health issues in America are affecting businesses workplace
environment, this has prompted conversation pertaining to health and wellness programs.
Providing a healthy work environment and programs relating to health promotion is encouraging
and benefits the business and its employees in a positive way. Health promotion is “a supportive
approach of facilitating and encouraging healthy actions and lifestyles among employees”
(Valentine et al., Ch. 13, 2020) These efforts can look like providing pamphlets or meetings with
information on health issues and physical fitness. When a business introduce health and wellness
programs employees are given an opportunity for improvement.
About one third of adults in the United States are obese or overweight which has become
a concern for employers. (Valentine et al., Ch. 13, 2020) This issue is a result of the United
States convenience-based lifestyle, our daily life is easy, and necessities are always easily
available to us. This makes it easy for America to idolize ourselves and our belongings but that
contradicts what Christ wants for us as followers. When humanity let sin into this world, we
complicated everything, life is not meant to be easy like if not meant to be simple that was not
God’s promise to us. Matthew 7:13-14 says, “13 Enter by the narrow gate; for wideHisHthe gate and
broadHisHthe way that leads to destruction, and there are many who go in by it.14Because
narrowHisHthe gate and difficultHisHthe way which leads to life, and there are few who find it.”
(NKJV Study Bible:New King James Version, 2014) In these verses Jesus gives a parable about
life and death and the way we live our life. He urges his disciples to walk through the narrow
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gate which is counter to the way of the world. We should be different as followers of Christ not
living the convenient way of life taking part in gluttony which leads to obesity and idolatry.
This has become a concern for employers because of economic costs, including doctor
visits, higher health care premiums, and lost workdays. (Valentine et al., 2020) Employers can
take action aiding health and wellness for employees by providing health and wellness programs
with incentives for employees who actively participate. For example, a business could provide
awards such as gift cards for active participants. Employees who participate in the wellness
program will be rewarded with a gift card each class attended. I also like the idea of employers
hosting a end of year party where employees can let loose and look back on the accomplishments
of the year. At this party wellness program participants could be acknowledged and the
employee who attended the most health and wellness activities while also progressing over the
year will win a grand prize also offering prizes to the other participants. Creating this program is
part of the strategic organizational implications and responsibilities.
Physical Health Affects Mental Health
Strategic organizational implications and responsibilities are achieved with implementing
a set of ideas that can be sustainable to the mission to provide the best for a business’s
employees. It is important for a business to thrive in sales, right? Is it just as important to provide
a service for a business’s employees to thrive? How can a business meet their employees’ health
and wellness needs? Mental health has been found to also be affected when an individual has
poor physical health Poor health and physical fitness has been linked to anxiety and depression.
The Mental Health Foundation has found “Nearly one in three people with a long-term
physical health condition also has a mental health problem, most often depression or
anxiety.” (Mental Health Foundation, 2023) Employers can help combat these mental health
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issues by providing employee assistance programs (EAP). “EAPs provide counseling and
other help to employees having emotional, physical, or other personal problems.” (Valentine
et al., Ch. 13, 2020) By providing and paying for this service the employer is aiding in
employee’s mental health and taking financial stress off the individual. A proven fact is physical
activity has positive affect on an individual’s mental health. Physical activity improves
functioning of the HPA axis, reduces cortisol levels, and restores the balance of leptin and
ghrelin. (Mahindru et al., 2023) The balance of these hormones aid in alleviating depression and
anxiety. Implementing physical programs can be so beneficial, as you can see these programs
done correctly can help improve an individual’s physical and mental health. Although employers
can provide services it is ultimately the employees place to take initiative. These programs are
great, but Christ tells us what to do when we feel anxious or depressed. Matthew 11:28-29 says,
“Come toHMe, allHyouHwho labor and are heavy laden, and I will give you rest.H29Take My yoke
upon youHand learn from Me, for I amHgentle andHlowly in heart,Hand you will find rest for your
souls.” (NKJV Study Bible:New King James Version, 2014) If you are tired of struggling and
feeling depressed or anxious lean into the Lord, he will lift you above those feelings.
Leadership’s Cultivated Environment
It is important for the leadership in a company to provide a healthy workplace
environment. Managers/leadership can aid individuals with health implications by creating an
environment of well-being and providing resources to better the business and its associates as a
whole. An individual’s personal well-being influences their mental and physical health as well as
their work-life. “These concerns for individual well-being and health arose out of increasing
psychosocial hazards individuals were confronted with on a daily basis, such as increasing work
demands and poor work–life balance or even work–life conflict, which impeded their work’s
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success and health.” (Koinig & Diehl, 2021) When a business implements a strategic plan as a
resource for its employees it grows the organization long term. Employees are put under pressure
trying to succeed at their workplace and home life while also trying to achieve their personal
goals. When employers provide this type of resource it aids in reducing the stress for these
valued workers.
Impacts From Neglecting This Program
An individual’s health directly influences their work performance and attendance.
Employers who neglect improving their employee’s wellbeing will result in a less productive
team, in turn increasing employee turnover due to the lack of balance in employee roles. Burnt
our employees are unhappy employees. Measuring an employee’s health status is becoming
more of a priority to currently high-functioning companies. “…75 percent of high-performing
companies now measure employee health status as a key part of their overall risk management
strategy, and many pursue active wellness programs.” (Chenoweth, 2023) If these programs are
neglected companies’ employees will be stagnant with less chance of making a change. With
health and wellness programs organizations give their employees more opportunity for a better
lifestyle.
Impact On Employees, Resources, and Stakeholders
Health and well-ness programs are beneficial for employees by providing a resource that
is not common knowledge. Personally, I had knowledge on how to take care of myself, but I
lacked the knowledge to progress my body to better my health. I was overweight for over a year
after I had my first child, I gained weight and had no idea how to lose the weight. I was blessed
to have the opportunity to utilize the Army Wellness Center. This facility provided services such
as, bodpod measurements, workout programs, sleep assistance programs and much more not all
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corporations offer this type of service. This resource ensures healthier employees, reduces health
care costs, improves physical health and well-being, and improves mental health. Stakeholders
will benefit from a thriving business; the thriving business will come from a supported
workforce. The company implementing a health and wellness program will have to invest
financially and plan for this resource accordingly. A culture with roots in well-being helps create
a relationship between employees and employers, in turn increasing retention and benefiting the
stakeholders.
Legal Concerns and Laws
When a company implements health and wellness programs jumping through legal hoops
will be necessary. “Three key federal laws permit wellness programs to adopt financial
incentives. Those laws are the Health Insurance Portability and Accountability Act (HIPAA), the
Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act
(GINA). Two of those laws, the ADA and GINA, apply to incentives used for screening
purposes only. Screening can include health risk assessments or biometric screens.” (Zabawa,
2021) The said company can offer health insurance discounts and reimbursements to employees
who meet specific health standards. Also, the place of employment can provide gift cards and
prizes as incentives but there will be regulations. Incentives with specifications can be unfair or
illegal, the NIH states, “…employers must be careful when it comes to implementing wellness
programs so they can be in legal compliance and fair to their employees.” (Mujtaba, B. G., &
Cavico, F. J. (2013) HIPPA provides nondenominational rules for wellness programs the ACA
expands on those specifics. Legally wellness programs are split into two groups, participatory
and health contingent. Participatory is a program that provides incentives to employees who
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participate in the program. Health contingent programs will provide incentives once a health goal
is achieved.
References:
Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2020).HHuman Resource
ManagementH(16th ed.). Cengage Learning, Inc.
Mental Health Foundation. (2023).HPhysical health and mental health.
Www.mentalhealth.org.uk.
https://www.mentalhealth.org.uk/explore-mental-health/a-z-topics/physical-health-and-mental-
health#
Koinig, I., & Diehl, S. (2021). Healthy Leadership and Workplace Health Promotion as a Pre-
Requisite for Organizational Health.HInternational Journal of Environmental Research and
Public Health,H18(17), 9260. https://doi.org/10.3390/ijerph18179260
Chenoweth, D. (2023).HSHRM foundation executive briefing use and management of downsizing
wellness strategies to improve employee health, performance and the bottom line sponsored by
HUMANA OVERVIEW. David Chinoweth.
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https://www.shrm.org/foundation/ourwork/initiatives/resources-from-past-initiatives/
Documents/Wellness%20Strategies%20to%20Improve%20Employee%20Health.pdf
Mujtaba, B. G., & Cavico, F. J. (2013). Corporate Wellness Programs: Implementation
Challenges in the Modern American Workplace.HInternational Journal of Health Policy and
Management,H1(3), 193–199. https://doi.org/10.15171/ijhpm.2013.36
NKJV study Bible: New King James Version. (2014). Thomas Nelson.
Zabawa, B. (2021, March 8).HCan Employers Legally Incentivize Employees to Take Better Care
of Themselves?HWELCOA. https://www.welcoa.org/blog/can-employers-legally-incentivize-
employees-to-take-better-care-of-themselves/
