Workplace wellness programs have come a long way in recent years. Once considered fluff by many, most organizations have embraced wellness in the workplace, and look to these programs as a key element in their overall health management, engagement, productivity, and absenteeism prevention strategies.
Single and family premiums for employer-sponsored health insurance in the United States rose an average of 4% this year, continuing a decade-long period of moderate growth, a survey finds.
Target is going on a health kick, aimed at both customers and its employees.
The components of a successful workplace wellness program are fairly straightforward and can be implemented within any organization committed to reaching their objectives. Executive support is a must, and having a dedicated resource monitoring the program is definitely an asset. Maintaining ongoing momentum with the program, however, can be a challenge.
You’ve probably heard of using behavioural economics to encourage people to make better investment decisions, but can it apply to health and wellness decisions, too? Eric Parmenter, vice-president, employer solutions with Evolent Health, thinks so.
Last week, three tobacco companies were ordered to pay more than $15 billion in damages to smokers in Quebec.
When employers decide to set up a workplace wellness program, they need to consider how employees’ family members and their own personal state of well-being will affect the program’s success.
Benefits Canada is proud to present editorial coverage of our 2015 Calgary Benefits Summit.
The benefits industry has been doing the same thing for a long time. “The question we need to ask,” said Peter Gove, Green Shield Canada innovation leader, health management, “is, ‘Does it meet the modern challenges faced within healthcare today?’”
Mortality from cardiovascular disease is plummeting, but heart disease is still responsible for many adverse effects on individuals and employers.