The motivation for employment-based wellness programs is straightforward. In addition to private investment in workplace wellness program, the Affordable Care Act also allocated public funding for wellness programs. In the broader context of health system reform, wellness programs are part of a suite of ideas that encourage preventive medicine, coordinated care, and wellness education as ways to keep people healthy and reduce medical costs.
Past research has suggested workplace wellness programs might be a good investment. In , Song, Baicker, and David Cutler, the Otto Eckstein Professor of Applied Economics at Harvard University, published a meta-analysis of prior research on wellness programs that found a roughly three-to-one return on investment for such interventions. However, as the authors noted in that meta-analysis, much of the prior literature was limited by the lack of a robust control group, leaving open the possibility that estimates could be biased by confounding factors, along with limited sites, samples, and outcome measures.
The new study findings complement the results of a recent randomized control trial conducted at the University of Illinois by Damon Jones, associate professor at Harris, and co-authors. This study, where individuals rather than entire worksites were randomized into a wellness program or a control group, found the impact of such programs is negligible, and incentive-based programs may act as screening mechanisms to attract healthy employees.
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How can we help you? Recent blog posts. That means new beginnings and a fresh start for all of your employees. While it may be easy to stay.. Design a perfect-fit wellness program Explore our comprehensive guide to creating the right wellness program for your employees' unique needs. WellRight, Inc. Companies don't generally like to throw money away on programs that don't work, and plenty of previous studies have suggested these efforts pay off for employees.
So why exactly did this particular study offer such different and discouraging results? The explanation likely lies in the study design. Most previous studies compared employees who chose to participate in employee wellness and those who did not. But as the authors explain, those two groups differ on a lot more than just their enrollment status. People who say yes to gym discounts and lectures from dieticians are already people who are more inclined to care about their health.
So perhaps it's no shock they're healthier after taking part. They were probably healthier than their uninterested co-workers to start with. This study avoids this problem by randomly assigning employees to either participate or not.
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