We’ve written a lot in recent weeks about how the tight labor market has employers scrambling for ways to differentiate themselves.
How about promoting employee “wellbeing,” which is more nuanced than what's thought about as part of a ‘traditional’ wellness plan.
For example, employers might consider ways to target specific health conditions that result in high cost claims.
And “wellbeing” goes beyond the physical.
What about financial ‘health?’
Or, mental health? The Journal of Occupational & Environmental Medicine reported (April, 2018) a dramatic improvement in work performance and lower rates of absenteeism after employees received treatment for depression.
That could explain in part the emergence of tele-behavioral health.
The 24th Annual Willis Best Practices in Health Care Employer Survey found the number of employers tracking employees’ stress has more than tripled, from 16% to 53% in 2021. And more than half of the employers polled will offer apps to support sleep and relaxation.
Granted, the companies Willis surveys have more resources than our average clients.
Or, do they?
You might be surprised to learn what’s included – but not well promoted – in many of our group health plans.
Workin’ on it!
