BI’s Article search uses Boolean search capabilities. If you are not familiar with these principles, here are some quick tips.
To search specifically for more than one word, put the search term in quotation marks. For example, “workers compensation”. This will limit your search to that combination of words.
To search for a combination of terms, use quotations and the & symbol. For example, “hurricane” & “loss”.
More employers are adding health-contingent financial incentives to their workplace wellness programs in order to improve employees' health and reduce medical costs, according to new survey data released this week.
More than 45% of 165 U.S. employers polled in October 2014 by the International Foundation of Employee Benefit Plans said they use health-contingent incentives tied to their employees’ group health benefits. Sixty percent offer some manner of health-contingent wellness incentive to their employees. Roughly half of those employers offer financial rewards to employees who complete weight-loss programs, fitness challenges and other health-related activities, according to the foundation's “2015 Workplace Wellness Trends Survey.”
More than half of employers offering health-contingent incentives have elected to reward their employees for measurable improvements in employees' health outcomes, such as achieving or maintaining a healthy weight, reducing their cholesterol or quitting smoking, the survey results said.
Sixteen percent of employers that offer health-contingent incentives use both activity-based and outcomes-based models.
Among employers offering outcomes-based incentives, 54.8% said they've tied the rewards to tobacco cessation programs, while 57.1% said they reward their employees for improvements in their health risk assessment and/or biometric screening results.
The vast majority of employers using outcomes-based rewards in their wellness programs said the more aggressive approach to motivating participation in their workplace wellness program drew a somewhat or very positive reaction from employees, while only 10.7% said their employees' reaction to the incentives was somewhat negative.
A slight majority of employers that do not offer health-contingent incentives of any kind said they had held off due to potential negative impacts on their workforce culture or fears of civil and/or regulatory actions.
As employers pursue effective workplace wellness programs, their embrace of results-based financial incentives and other emerging health management strategies is likely to broaden this year.