Home » Workplace Wellness

Workplace Wellness

Decreased Absenteeism

• At DuPont, each dollar invested in work-place health promotion yielded $1.42 in lower absenteeism costs over a two-year period. (American Journal
  of Public Health)
• Johnson and Johnson reduced their absenteeism rate by 15% within two years of introducing their wellness program. They also cut their hospital costs by 34% after just three years. (Human Resource Executive)
• At Mesa Petroleum, wellness-program participants were absent 1.6 fewer days per year than non-participants. (The Benfield Group, St.Louis, Missouri) Coors has saved more than $2.3 million in lost wages due to absenteeism and $1.9 million in rehabilitation costs and cost avoidance. (Business and Health)

Increased Productivity

• Union Pacific Railroad found that 80% of its workers believed the company’s exercise program helped to increase their productivity; 75% felt regular exercise was helping them to concentrate better at work. (Incentive, June 1995)
• A NASA study reported a 12.5% increase in productivity in their fitness/wellness program participants versus non-participants. They also found participants were able to improve their work performance as well as enhance their concentration and decision-making powers. (Company Employee Fitness Programs, The Association for Fitness in Business)
• A study by Saatchi & Saatchi Advertising revealed that 63% of the employees enrolled in the company’s fitness program believed it improved their productivity; 75% said it boosted their morale. (Good Health Business, Johnson & Johnson)

Reduced Health-Care Claims

• Sony Corp. of America analyzed claims data from 1988 to 1990 and found that 50% of its indemnity-plan costs were incurred by employees with medical conditions that were lifestyle-related or that could be changed. (Employee Benefits Plan Review)
• Waste Management Inc. implemented a pilot stress-management program for employees and their families; it reduced the total number of claims for the company and resulted in estimated savings of between $3,750 and $15,000 per participant, per year. (Business and Health)
• Honeywell Inc. as a result of a pilot program offered a $200 cash incentive based on participation in certain program areas; program coordinators estimated a 70% to 150% return on investment from reduced medical claims alone. (Business and Health)
• Sara Lee subsidiary, Superior Coffee and Foods, showed a 22% reduction in hospital admissions and 42% lower expenses per admission when compared to other divisions. Long-term disability costs were reduced by 40%. (Wellness Councils of America 1992)

Reduced Turnover/Improved Recruitment
Company-sponsored wellness programs send a clear message to employees: Management values them and their well being. This helps with recruitment and turnover; healthy employees tend to be happier and not as restless to leave; a healthier and happier work force results in decreased spending on hiring and training new personnel.

• The annual turnover rate for wellness program participants of the Canada Life Assurance Company of Toronto was 1.8%, compared to the company-wide average of 18%. (American Journal of Health Promotion)
• British Columbia Hydroelectric’s wellness program participants had an annual turnover rate of 3.5%, compared to a company-wide average of 10.3%. (Benefit of Employee Health Programs, Cigna)
• A study at Tenneco found that employees who participated in the fitness program had a much higher probability of continued employment than non-participants.