Health insurance rates continue to rise. Most employers accept this as their new reality. Increasing premiums. Higher deductibles. More out-of-pocket expenses. These feel like locked-in costs you can’t change. Progressive businesses are learning something else: Wellness programs can reduce health insurance expenses. Not by bargaining with providers. Or tweaking coverage. By decreasing claims and improving the health of employees. If employees experience better health. Insurers will have to pay less in claims. Fewer claims means premiums won’t skyrocket.

This is NOT a buzz word kind of post. Companies across the country are implementing workplace wellness programs as a part of their plan to reduce costs for insurance and improve the happiness of employees and increase retention. How do they work? Do you think it is the right choice for your company? Let’s dive in.

Workplace Wellness? What Is That?

Workplace wellness programs are wellness programs that companies offer their employees. The goals of these programs are to increase employee health and Health Insurance Deductible. Programs can range from basic to extreme…

Some programs provide incentives. Employees can be rewarded for completing health screenings, buying gym memberships, taking part in fitness challenges, or achieving goals for wellness.The common theme is a dedicated effort to focus on employees’ health as part of your business model.

How Wellness Programs Reduce Insurance Costs

Employees who are healthy file fewer and lower-cost medical claims than employees who aren’t healthy. When there are fewer and lower-cost claims, insurance premiums are lower.

An organization whose employees have unmanaged diabetes, hypertension and obesity will have higher ER visits, hospitalizations and ongoing medical treatment. These expenses translate into claims that get submitted to an insurance company. As the employer’s claims go up, so do premiums.

An organization with a well-run wellness program has reduced smoking rates, increased use of preventive services, early detection and management of chronic disease and increased fitness and nutrition. The most comprehensive programs may include one (or all) of these health screenings as well as chronic disease management. physical health resources, discounts, and incentive programs.

Elements of Successful Wellness Programs

There is no shortage of Wellness Prevention Programs that fall flat and don’t live up to expectations. Successful programs have several things in common.

Begin with screenings and health assessments. Make sure that employees take an assessment of health risk and biometric screening (blood cholesterol, pressure and weight). The information from the baseline will allow you to determine which employees are at highest risk.

Reward healthy behavior . Offer rewards for completing health assessments, achieving fitness goals, participating in health programs or working with an expert in health. Gift cards and insurance premium reductions as well as cold hard cash are all utilized as incentives.

Have disease management programs in place. Diabetes, hypertension, and obesity are programs with coaching and health monitoring to help prevent complications and expensive emergency room visits.

Include mental health programs. Anxiety, stress and depression can send medical expenses skyrocketing. Make sure employees have access to counseling, stress-management programs, as well as resources to tackle mental health issues which will save you money, while alleviating the pain.

Promote programs for fitness and wellness. Memberships to gyms, yoga on-site courses, walks or even reimbursements for fitness programs can help employees be healthier and active.

Be sure to educate in a way that you are communicating. Wellness newsletters, seminars and health information resources employees stay informed and involved in their overall health.

Welgen One understands that well-being programs don’t just happen. It takes care in planning, execution and constant improvement to produce tangible health and financial benefits. Our experts assist in the creation as well as the implementation and management of wellness plans to make sure they are effective on employee health as well as insurance premiums.