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For years, health insurance providers have been instrumental in helping employers build robust workplace wellbeing programmes ranging from gym membership subsidies, to digital mental health platforms and financial wellness resources.
Today, the conversation is shifting. Emerging evidence shows that employees are increasingly engaging with these resources, highlighting a growing appetite for holistic wellbeing support.
The challenge for organisations is no longer about offering a wide array of wellbeing initiatives but about amplifying the impact of high engagement in wellbeing initiatives and focusing future investments on what’s truly resonating with their workforce.
Optum’s 8th annual Wellbeing in the Workplace survey drawing insights from over 430 organisations across APAC, EMEA, LATAM, and the United States reveals a pivotal shift: although the average number of workplace wellbeing programmes has levelled off, employee participation is rising significantly.
This marks a turning point for employers and insurers alike.
In part two of our series from UnitedHealthcare Global, we delve into what it truly takes to build a resilient and empowered workforce in today’s complex and ever-evolving work environment.
The evidence is clear: success lies not in offering more programmes, but in offering the right ones.
When employees engage with wellbeing solutions they genuinely value, organisations see improved health outcomes and reduced reliance on reactive care. In fact, over 30% of employees participated in 13 of the 21 tracked initiatives in 2024 – nearly triple the engagement seen in 2023.
This surge in meaningful participation underscores the importance of investing in wellbeing programmes that resonate.
By shifting the focus from quantity to quality, employers can foster a culture of health that not only supports their people but also helps to contain the rising costs of reactive healthcare.
Three factors fuelling the engagement surge:
- Targeted incentives: Employers are increasingly rewarding not just sign-ups, but completion and outcomes. Programmes with enhanced incentives saw an 80% rise in participation. The key is to recognise effort and reinforce healthy behaviours.
- Multi-channel communication: Organisations are using every channel from email campaigns to mobile apps to promote wellbeing – 96% of employers believe they’re communicating effectively, and 98% have dedicated staff to ensure messages are received. But genuine engagement starts with awareness, and that demands purposeful, multi-touch communication.
- Digital enablement: Digital tools are playing a crucial role in closing the gap between programme availability and employee participation. Mobile apps, messaging platforms, and self-care tools are helping employees access support on their terms. These tools aren’t just convenient, they’re essential in a hybrid, global workforce, making wellbeing support seamless and accessible.
From insurance provider to health engagement partner
This evolution presents a strategic opportunity for health insurers to reposition themselves, not just as health benefit providers, but as health and wellbeing engagement partners.
By helping employers activate their existing offerings, insurers can improve health outcomes, reduce claims, and strengthen client relationships.
It also opens the door to more personalised, data-informed services. With access to utilisation patterns and health risk data, insurers can help to guide employers toward solutions that work, not just what’s available.
True leadership in workplace health isn’t measured by the number of initiatives launched, but by how deeply employees feel supported and empowered throughout their wellbeing journey.
As workplace wellbeing strategies evolve, organisations are recognising that success lies not just in the quantity of programmes offered, but in how effectively employees engage with them and how meaningful participation could be the key to turning strategic intent into measurable impact.
By focusing on engagement, employers can help to cultivate a culture where individuals take ownership of their health, supporting personal wellbeing while strengthening organisational resilience.
Source:
8th annual Wellbeing in the Workplace survey from Optum
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