Why Should Employers Offer Wellness Benefits?

Feb 26, 2019
| Michael Altiero
Why Offer Wellness Benefits

Recruiting and retention continue to be two of the biggest challenges all employers face today. These are also often cited as some of the most important business objectives.

But as attracting and keeping employees grows more difficult, how are employers shifting their strategies to keep up with the current market?

One way has been to improve employee benefits and office perks to appeal to both job seekers and current workers. Voluntary benefits have been one popular example of how employers are addressing this challenge.

But a recent report found that one type of voluntary benefit in particular could be especially valuable for employers to offer – workplace wellness benefits.

Candidates Look for Workplace Wellness Offerings When Exploring Jobs

OfficeTeam, a Robert Half company, developed this survey and used independent research firms to conduct it. Almost 4,000 people took the online survey including more than 1,000 workers who are employed in offices in the United States and more than 2,800 senior managers at companies with more than 20 employees, also in the United States.

The first and most notable finding is that 73% of workers said an employer’s wellness offerings influence their decision to work there. Clearly, this stat shows that wellness benefits are in-demand by employees today and they do play a role in recruiting and retention.

The survey also revealed how impactful wellness benefits are on the decision making of 3 age groups:
  • Ages 18 to 34 – 87%
  • Ages 35 to 54 – 70%
  • Ages 55 and older – 44%

Not surprisingly, the survey showed that large companies (those with more than 500 employees) are more likely to have health and wellness programs/benefits than smaller employers (20 to 499 employees).

Which Wellness Benefits Do Employees Value the Most?

As with most types of benefits, there are numerous perks that can be included in an employee wellness program. But which ones might employers want to offer in order to appeal to job seekers and current employees?

The OfficeTeam survey asked workers to choose the wellness offerings that they valued most. Here are their responses:
  • Wellness incentives – 26%
  • Access to fitness facilities or programs – 23%
  • Healthy food options – 15%
  • Ergonomic evaluations and equipment – 14%
  • Stress management resources – 12%
  • On-site vaccinations or health screenings – 10%

Exploring how to offer these perks in a wellness plan could help companies get the most out of their strategy.

Additionally, the survey sought to uncover how many organizations currently offer these most popular benefits:
  • Wellness incentives – 43%
  • Access to fitness facilities or programs – 41%
  • Healthy food options – 34%
  • Ergonomic evaluations and equipment – 36%
  • Stress management resources – 32%
  • On-site vaccinations or health screenings – 32%

Based on these results, it appears employers still have some room to improve in offering the kinds of wellness benefits that today’s employees want to have access to.

Another interesting finding is that 20% of companies don’t provide any of these health and wellness offerings to their workforce. Not having these kinds of perks could make attracting and retaining talent even harder than it already is.

Even small employers should explore solutions that would enable them to add wellness offerings to their current benefit plans to help them compete for top job candidates (and keep current employees happy!).

Benefits Play a Vital Role in Overcoming Recruiting and Retention Troubles

This isn’t the only survey in recent months that has highlighted just how valuable benefits can be for employers to better compete for talent.

As recruiting and retention become increasingly more difficult, all employers will need to look at their benefit offerings and seek ways to make improvements – and this includes small employers.

Failing to do so could not only cost employers potential talent but could also result in current employees leaving for new opportunities with better total compensation.

But by continuously studying ways to offer better benefits and workplace perks, employers can set themselves up with a competitive advantage in today’s talent market!

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