Wellness FAQs

Below are our frequently asked questions. For more information, please contact us for a consultation.

Q: How do you determine the components of a workplace wellness program?
A: Effective wellness programs are tailored to meet the specific needs of participants. Assess your employees' requirements, preferences, and health considerations when exploring wellness initiatives. For instance, if your workforce is predominantly fit and prioritizes health, you might introduce advanced fitness classes or challenging monthly activities. Conversely, if a significant portion of employees deals with chronic health issues or struggles with weight management, focus on offerings related to nutrition, chronic illness management, and weight loss. Solicit feedback from employees to gauge their interests and preferences in program offerings.
A: Encouraging participation in wellness programs can be challenging, particularly for employees who are hesitant due to privacy concerns or fear of repercussions. To foster engagement, maintain transparency regarding the program's objectives, emphasizing its role in supporting employees' overall health and well-being. Establish clear policies safeguarding employees' personal health information, assuring confidentiality and privacy. Consistently uphold these policies to build trust and confidence among employees.
A: Many wellness program incentives may qualify for tax benefits, benefiting both employees and employers. For instance, contributions towards employees' health insurance premiums or enhancements to Health Savings Account (HSA) or Health Reimbursement Arrangement (HRA) contributions can typically reduce the FICA liability for employers. Many types of health and welfare plans can be beneficial to the employees and the employers.