Most employers start a wellness program for the potential healthcare cost savings. But new research has shown they’re great for more than just padding the bottom line.In addition to the healthcare cost savings employer-sponsored wellness programs can generate (anywhere from $2.71 for every dollar spent to $3.27), the 2013 Aflac WorkForces Report revealed that employers also benefit from wellness plans via increases in these six areas:

1. Employee knowledge about health care

Employees enrolled in wellness programs are much more likely to be in-the-know about health care in general.Example: The study found that 34% of employees not offered access to a wellness program understood the total cost of an injury or illness at least “very well” compared to 44% of those enrolled in a wellness program. In addition, 54% of those not offered access to a wellness plan understood their employer’s contribution to their health benefits compared to 66% of those in a wellness program.

2. Benefits engagement

Those engaged in a wellness program are more likely to be engaged in their benefits plans and prepared for changes to their coverage, found Aflac, which polled 1,884 benefits decision-makers and 5,299 employees to detect benefits trends for its report.Example: Only 35% of those not offered access to a wellness program agreed they’re taking full advantage of their benefits plan, compared to 54% of those who are active in a wellness program. Plus, 57% of those not offered wellness activities said they’re not prepared for changes to their coverage, while 48% of those in a wellness plan aren’t prepared.

3. Satisfaction with benefits

Those enrolled in a wellness program are more likely to be “very” or “extremely” satisfied with their employer-sponsored benefits program overall (66% versus just 44% of those not offered access to a wellness program).

4. Satisfaction with jobs

Two-thirds (66%) of employees enrolled in a wellness program were “very” or “extremely satisfied” with their job compared to 53% of employees in jobs that don’t offer a wellness program.In addition, wellness participants were less likely to look for a new job than non-participants (19% versus 30%, respectively).

5. Confidence in company

Employees in a wellness program were much more likely to label their employer as being one that takes care of its employees (56%) compared to those not offered access to a wellness program (42%).In addition, more wellness program participants (67%) believe their HR department is knowledgeable about benefits than those not offered access to wellness activities (48%).

6. Employee financial well-being

Lastly, Aflac discovered that wellness plan participants are also much more likely to feel financially secure.The stats:

• 40% of those enrolled in a wellness plan agreed they’re fully protected by their current insurance coverage (compared to 25% of non-wellness participants)
• 40% of wellness participants felt confident in their financial future (compared to 26% of non-participants), and
• 54% of wellness participants have a financial plan designed to achieve financial goals and prepare them for unexpected challenges (compared to 37% of non-participants).

Article by: Christian Schappelhttps://www.hrmorning.com/6-ways-wellness-plans-benefit-employers/