A recent survey conducted by the Business Group on Health reveals that a significant majority of large employers are committed to maintaining and even expanding well-being benefits in 2025, despite facing escalating healthcare costs and broader economic challenges. This commitment is underlined by the participation of 131 companies representing a workforce of over 11.2 million individuals globally, signaling a strong trend among major employers to prioritize employee well-being in an increasingly complex financial landscape.
Despite projections from the same organization indicating that healthcare costs are slated to increase by nearly 8% in 2025—the highest rate in more than a decade—73% of surveyed employers expressed their intention to sustain existing well-being initiatives, while an additional 20% plan to extend these programs. This leaves only a small fraction of companies either considering reductions or uncertain about their well-being strategies. Such decisions reflect a growing recognition among employers of the vital role that employee health plays in overall productivity and business success.
Ellen Kelsay, President and CEO of the Business Group on Health, emphasized this sentiment, stating, “Employers continue to regard well-being as central to their workforce strategy and seek to further optimize their well-being investments.” The desire to derive greater value from health vendors is evident, with 94% of employers indicating they are raising their expectations for the services these vendors provide.
A notable shift in employer strategies includes a growing reliance on sophisticated well-being dashboards, enabling organizations to assess health data more efficiently and evaluate vendor performance based on measurable outcomes. This evolution speaks to a broader trend where companies not only seek to invest in employee health but also demand accountability and demonstrable returns on these investments.
Mental health emerges as a critical focus, underscoring societal changes in how psychological well-being is perceived in workplace contexts. The survey highlighted that all respondent employers incorporate mental health into their well-being strategies, with nearly half ranking it as the most crucial component of their programs. Physical health remains equally prioritized, garnering the attention of 99% of employers, particularly in areas such as weight management.
Additionally, there’s a growing emphasis on financial health within these well-being strategies. The survey revealed that 92% of employers are integrating financial wellness initiatives, which may include student loan assistance, tuition reimbursement, and emergency savings programs—reflecting a comprehensive approach to enhancing employee support systems.
As employers navigate the complexities of maintaining global health initiatives, approximately 85% reported that they are either implementing a strategy for global consistency or actively working towards one. However, the development of such strategies remains challenging, as employers must account for varying cultural contexts and legal frameworks across different regions. Common offerings in global strategies often include resources focused on physical health and nutritional guidance.
Social connectivity also holds significant importance for organizational well-being, with about 75% of employers providing programs designed to enhance community engagement, such as employee resource groups and peer mentoring. The responses suggest that companies are increasingly recognizing the importance of fostering a supportive workplace culture that promotes interpersonal relationships among employees.
Looking ahead, the survey indicates that 59% of employers plan to expand efforts aimed at addressing social determinants of health, recognizing their impact on overall employee well-being. This marks a proactive approach to understanding and mitigating factors that affect health outside the direct control of workplace programs.
In summary, the findings of the Business Group on Health survey underscore a growing commitment among major employers to prioritize well-being initiatives, even amid rising healthcare costs and economic uncertainties. By adopting a more comprehensive and accountable approach to employee health strategies, organizations are not only enhancing individual employee outcomes but also positioning themselves for improved workplace engagement and overall business performance. The implications of this trend extend beyond mere compliance; they reflect a strategic shift in employee benefits that seeks to address a holistic view of health and wellness in an increasingly competitive job market.