Posts from — December 2008

Workplace Wellness Programs Becoming Increasingly Popular

Workplace Wellness Programs are Becoming Increasingly popular outside the workplace, showing the ever-increasing importance of disease prevention and health risk management.  Private insurance corporations, as well as state Medicaid and Medicare offices are working on ways to enhance the health of the people they insure in hopes to save money in the long run.  They are finding that mini-Corporate Workplace Wellness Programs are definitely the way to go.

Workplace Wellness Programs Aid in Early Intervention

According to an article that recently appeared in The Indianapolis Star, organizations, insurers and government agencies are turning to “early intervention to alter the behavior of those struggling with common but dangerous health conditions, such as asthma, diabetes, heart failure and coronary heart disease.”

The tactics that they used to enhance their beneficiaries’ wellness postcard reminders for different lab tests or check-ups; and possibly even phone calls from nurses to work with the patients to make sure that they are taking their medicines properly and following the lifestyle changes that were suggested by their medical care provider.

Workplace Wellness Programs Provide Quality Benefits

There are more positive aspects to a Worksite Wellness Plan than just the cost savings that an company or a state agency will see; there is the benefit to the actually patient.  The patient is going to get the motivation and the incentive reward to get better or to manage their health by having to answer to someone, whether that someone is a full-time wellness worker at their company or a nurse affiliated with their insurance company.

Workplace Wellness Programs are proven to increase productivity and lower medical care costs.  For a business, that makes a difference in the bottom-line. Today, more than 81% of America’s businesses with 50 or more workers have some form of Worksite Wellness Plan with the most popular being exercise, tobaccos cessation classes, back care programs, and stress management. The majority of organizations offer Workplace Wellness Programs simply because they think the benefit is worth the cost. Yet business leaders continue to ask themselves how to control huge annual increases in health insurance premiums and medical care costs.

For many organizations, health costs can consume 50% of company profits or more. Some employer’s look to cost sharing, cost shifting, managed care plans, risk rating, and cash-based rebates or rewards. But these methods merely shift costs. Only Workplace Wellness Programs stand out as the long-term answer for keeping workers well in the first place.

Workplace Wellness Programs are an example of medical care reform that works. Results from America’s finest organizations, summarized here, are reason enough to consider providing Workplace Wellness Programs.  This investment in your most important asset – your workers – can have a positive impact on your bottom-line.

Worksite Wellness Plan Statistics:

Providence Everett Medical Center, a member of the Wellness Councils of America, in Everett, Washington, saved an estimated 3 million or a cost-benefit ratio of 1 to 3.8 over 9 years of an outcomes-based Workplace Wellness Program. By providing financial rewards ($250 – $325) to workers who meet specific organizational and worker health initiatives the Worksite Wellness Plan continues to meet cost containment expectations in the area of medical care use, sick time, injuries, while improving health habits and self-care practices.

During the first 4 years of the Worksite Wellness Plan there was a 28% average reduction in medical care utilization compared to nine other Providence hospitals that were used as a control group.

Du Pont saw that every dollar invested in their Worksite Wellness Plan returned $1.42 over two years in lower absenteeism costs at Du Pont Co. (Well workplace Gold in Delaware). Absences from illness unrelated to the job among 45,000 blue-collar workers dropped 14% at 41 industrial sites where the Worksite Wellness Plan was offered, compared with a 5.8% decline at 19 sites where it was not.

The Travelers Corporation claims a $3.40 return for every dollar invested Workplace Wellness Programs, yielding total company savings of $146 million in benefits costs. Sick leave was reduced 19% during the four-year research study. In addition to improving the overall health of 36,000 workers and retirees by reducing poor health habits and increasing good ones, The Travelers realized cost savings by decreasing the number of unnecessary visits to a doctor and emergency rooms. In a similar but smaller research study, members of a Travelers fitness center Worksite Wellness Plan were absent from work significantly fewer days than non-members.

The Worksite Wellness Plan at Reynolds Electrical & Engineering Company, located in Las Vegas, cost $76.24 per worker during the two years it has been in operation. Over 50% of the 1,600 workers took part in the Workplace Wellness Program. Participants significantly lowered cholesterol levels, blood pressure, and weight and experienced 21% lower lifestyle-related claim costs than non-participant. Resulting savings: $127.89 per participant in the Worksite Wellness Plan with a benefit to cost ratio of 1.68 to 1.

Superior Coffee and Foods, a Bensenville, Illinois-based subsidiary of Sara Lee Corporation, attributes impressive results to the success of the company’s comprehensive Workplace Wellness Program. Superior showed 22% fewer admissions to a hospital, 29% shorter hospital stays, and 42% lower expenses per admission when comparing costs for this division’s 1,200 workers with costs for other divisions. Long-term disability costs were down by 40%.

With health costs per worker at $6,000, nearly twice the national average, Union Pacific Railroad introduced their Worksite Wellness Plan to its 28,000 workers, mostly union and blue collar, in 19 Western and Southern states. Beginning with a modest health self-care initiative at an annual cost of $50 per person, the Worksite Wellness Plan achieved a net savings of $1.26 million. In addition, a voluntary Worksite Wellness Plan to help workers decrease health risks projected a cost-benefit ratio of 1 to 1.57 after one year. Staff Members in a treatment group decreaseed their risk of high blood pressure (45%) and high cholesterol (34%); others moved out of the at-risk range for weight problems (30%); and 21% stopped using tobacco.

Average health costs of high-risk Steelcase workers- those whose lifestyles include two to four health risks such as smoking, little exercise, overweight- are 75% higher than those of low-risk workers. But high-risk workers at this Grand Rapids, Michigan-furniture manufacturing company who improved their health habits through the company’s Worksite Wellness Plan and became low risk cut their average health claims in half thus lowering their health insurance costs by an average of $618 per year. If all high-risk workers (20% of the total worker population) in one location changed their lifestyles to become low risk, the projected savings could total $20 million over three years.

Staff Members at Berk-Tec, a small manufacturing company in Lancaster County Pennsylvania, learned self-care techniques and decreaseed their company’s medical care costs in one year. By using a self-care guide, the 938 workers and their family members made smart health decisions and saved $21.67 per employee and dependent a nearly 18% reduction in costs. By combining reductions in doctor visits and emergency room use, the organization saved $39.06 per employee a 24.3% decrease in costs over the previous year.

A health claims-based research study of 72,000 people insured through 285 Wisconsin school districts found a lower demand for health services among those with access to Workplace Wellness Programs and self-care programs. Reductions in health services results in savings for the Wisconsin Education Insurance Group of as much as $4.75 for each $1 spent, higher savings were found in the group receiving access to a 24-hour phone-based nurse advice line, a self-care reference book, and health education materials.

CIGNA’s Healthy Babies prenatal Worksite Wellness Plan delivered an average savings of $5,000 per birth by providing expectant mothers with educational materials and rewarding early and regular prenatal care. And 80% of participants had normal births without complications compared with 50% for non-participant.

With savings estimated to be as high as $8 million, the California Public Staff Members’ Retirement System sent its 55,000 retirees a health rist assessment followed, in some cases, with individualized reports and letters and self-care materials to encourage change and help reduce health risks among retirees and at the same time reduce the medical care claim costs. In another research study, Bank of America retirees in California who chose the full Worksite Wellness Plan and demand reduction program showed a decrease in total direct and indirect costs of 11% compared with an increase of 6.3% for those who completed only a simple health questionnaire.

With lower medical care claims, health costs decreased 16% for employees in the City of Mesa (Arizona) who took part in the comprehensive Workplace Wellness Program. The city realized a return of $3.60 for every dollar invested in the wellnss program for the city employees.

To prevent back injuries among its employees, a county in California targeted white- and blue-collar workers, offered classes and fitness training. As a result, there was a significant rise in worker morale, reduced worker’s comp claims, health costs and sick days related to back injuries producing a net cost-benefit ratio of 1 to 1.79.

Workplace Wellness Programs: Results

Workplace Wellness Programs offer Long-Term Results

Workplace Wellness Programs, according to an article in Crain’s Detroit Business, come in two choices:  Workplace Wellness Programs or Medical Insurance products that aim to reduce costs if healthy habits are followed.  Both options are a good choice, but only one will really offer long-term medical benefits for your employees and reduce costs over the years.

Workplace Wellness Programs offer Assistance

Insurance-based products offer employees the opportunity, according to the article by Jay Green, to save money on their premiums if they follow certain steps, including performing an internet-based health assessment, visiting their doctor, and agree to adopt a healthy lifestyle.  These plans usually involve one coach call to the worker during the first 90 days.  We wonder if these brief wellness encounters will actually change a person’s lifestyle.

It is the overall change in a person’s lifestyle, as well as disease prevention that will lead to reduce health costs in the future.

Workplace Wellness Programs offer convenient Health Risk Assessments / Health Risk Appraisals and health screening for things like diabetes, cholesterol and blood pressure.  As the article notes, these have initial start-up costs, but the savings accrue over time and employees are more likely to stay active in an onsite worker Wellness Program.

Workplace Wellness Programs Get Results

Finally, the article notes that corporations with an effective Worksite Wellness Plan can expect to see “500 percent reduce absenteeism, 400 percent fewer disability claims, and 350 percent reduce medical care costs.”  These are numbers that are very hard to argue with.

Corporations are no longer able to trim extra savings out of their health insurance programs, and the majority of organizations have been cost shifting, asking workers to cover more of their medical care costs. Health insurance costs continue to climb (10% or more per year) at 2-3 times the general inflation rate. With nowhere else to turn, organizations are – more than ever – looking to get workers engaged in Workplace Wellness Programs as a means of slowing medical care costs and improving productivity.

For example, last year 53% of large organizations offered Health Risk Assessments / Health Risk Appraisals for their staff, up from 35% just two years earlier, according to a Mercer survey. Change is being driven by cost, but Workplace Wellness Programs a win-win solution for both organizations and workers.

Here are other Worksite Wellness Plan trends organizations are implementing:

More organizations are integrating Workplace Wellness Programs into their benefits plans. If they want the best plans or the lowest individual costs, they need to participate in the Worksite Wellness Plan and meeting minimum goals.

More organizations are providing onsite weight loss programs as part of the Workplace Wellness Program, especially after Duke University’s new research showing the high cost of overweight workers and raised cost for worker’s compensation for sedentary and overweight workers.

Corporations are providing more Workplace Wellness Programs designed to assist workers with chronic health conditions: health coaches, nurse advice lines, telephone counseling, and self-study guides

Corporations are providing more internet-based Worksite Wellness Plan interventions and health information resources

More organizations are providing regular onsite employee health screenings including cholesterol, glucose, A1c, blood pressure, weigh-ins, and other checks as a part of their Workplace Wellness Program. Some Workplace Wellness Programs even include bone-density checks and skin cancer screenings.

Many organizations are providing fitness programs, either in the community or onsite, as a part of their Workplace Wellness Program.

Corporations are providing more rewards, prizes and incentives getting engaged in Worksite Wellness Plan activities

Some organizations are adding emphasis to health maintenance. It’s one thing to lose weight or stop smoking; it’s another to maintain these changes. Helping workers stay engaged and maintain their health changes is important for long-term success.

Corporations are putting more emphasis on keeping healthy people healthy rather than just working primarily with high-risk individuals. Research shows this approach results in a greater Worksite Wellness Plan return on investment (ROI).

Wellness organizations are providing great resources for organizations’ workers over the Internet – online wellness centers, monthly health and wellness newsetters, wellness challenges, internet-based points tracking systems, virtual fitness programs, internet-based wellness coaching or interventions, interactive health calculators, healthy recipes, even downloadable health tips for your iPod.

Corporations who are becoming more proactive are making a big impact on their future medical care expenses and productivity. Ohio State University announced that they expect to save $30 million dollars with their comprehensive Worksite Wellness Plan over the next 5 years!

Workplace Wellness Programs and prevention are sound ideas whose time has come. Wellness is more fun and less expensive than treating disease.

References: TIME in partnership with CNN, “Businesses Help Workers Lose Weight.” Website accessed July 2007.

Workplace Wellness Programs begin and end with individual health. Individuals, after all, are able to make decisions about maintaining and / or improving their health and wellbeing. Employee Workplace Wellness Programs must therefore provide the tools and resources needed to assist and motivate individuals to actively participate in the program.

Individual health is only one part of creating worker Workplace Wellness Programs. Below you’ll find some things to assist you in your efforts to establish a healthy atmosphere for you and your coworkers.

Encouraging Your Employer to Start an Worksite Wellness Plan

This is the first step in creating a Workplace Wellness Program. In recent times more and more organizations are creating to see the value of promoting and supporting the health of their workers. Partnership for Prevention, a nonprofit organization, has released a sourcebook called “Healthy Workforce 2010″ (http://www.wellnessproposals.com/pdfs/tool_kits/healthy_workforce_2010.pdf). This sourcebook is an excellent resource containing information on:
•    Benefits of Workplace Wellness Programs
•    Suggestions on where to begin
•    Tools like surveys and assessment forms

These resources are for both organizations and workers to guide the development and assess the effectiveness of their new Workplace Wellness Program. Make available it to your employer as a place to begin or read it yourself and present your ideas.

Taking Part in Workplace Wellness Programs

Once you have an worker Worksite Wellness Plan established, taking part fully in all aspects of the program is important. Many of us know that we need to more actively engage in Workplace Wellness Programs to enhance our health, yet have difficulty finding and taking the time to do so. These simple steps can jumpstart your participation in an worker Workplace Wellness Program:
•    Examine the offerings that interest you and that you need for health  improvement.
•    Schedule time to go to the seminar or service.
•    Actively following through with recommendations from the program.
•    Make a decision now to enhance your health. You will feel better today and tomorrow and the next day for actively moving towards wellness.

Here is a list of potential Workplace Wellness Programs that might be available to you at work:
•    ergonomic evaluations and ergonomic training classes
•    lactation rooms and classes
•    prenatal education
•    nap rooms for relaxation
•    stress management programs
•    onsite fitness centers
•    onsite corporate massage
•    nutrition education
•    onsite primary medical care services
•    child care facility or resources and referral service
•    smoking cessation programs parenting classes
•    Elder care resources and referral service
•    cholesterol, blood pressure and glucose screening programs
•    influenza vaccinations
•    weight management and / or weight loss programs
•    medical care consumerism programs
•    employee assistance program
•    wellness coaching
•    onsite mammography

More information to follow in my next posting about Employee Workplace Wellness Programs

Studies suggest that for every $1 invested in Workplace Wellness Programs, a company saves $3 to $5 in health and safety costs. Corporations that invest in Workplace Wellness Programs reap the financial incentives through savings on medical care costs, disability pay, absenteeism, turnover and safety problems.

workplaces have already proven to be a great place to promote wellness. After all, people spend more time at work than doing anything else. Eighty-two percent of the U.S. population is linked in some way to a worksite. Therefore, providing Workplace Wellness Programs is a great way to reach a substantial number of people in your area.

Workplace Wellness Programs in Small Organizations

Unlike large organizations, small organizations frequently lack the resources to provide Workplace Wellness Programs to their workers. However, they may be the most in need of such services. Small businesses are the hardest hit by health insurance costs and have the highest rates of substance abuse. Staff Member well-being and physical or mental illness can also be more disruptive in a small business setting. Workplace Wellness Programs in small organizations also makes sense because small firms employ the majority of working citizens.

Regardless of the size of a business, Workplace Wellness Programs can pay. Statistically, even if there are only 100 people in a company:

• 60 sit all day to do their work
• 50 don’t wear their safety belts regularly
• 50 feel they’re under moderate stress
• 35 are overweight by 20% or more
• 30 smoke
• 27 have cardiovascular disease
• 25 or more have high cholesterol (over 200 mg/dl)
• 10 are heavy drinkers
• 10 have high blood pressure
• 5 have diagnosed diabetes and another 5 have undiagnosed diabetes
• 7 use marijuana
• 1 uses cocaine

Bottom Line Worksite Wellness Plan Benefits

At least one quarter of the medical care costs incurred by working adults can be attributed to modifiable health risks (e.g., diet, exercise, tobacco use, etc.) Fortunately, there is a way to hold back the trend. Growing research links an individual’s lifestyle behaviors to their health risk.

The good news is Workplace Wellness Programs can:

• Lower medical care costs
• Lower workers’ compensation claims
• Lower worker absenteeism
• Raise worker productivity
• Improve worker morale

The bottom line is that Workplace Wellness Programs can benefit any size business — small or large.

There are a number of reasons why a Worksite Wellness Plan is beneficial.

1. Improved Morale – When the organizational culture begins to change as a result the Workplace Wellness Program, you and your workers may actually begin to see and feel a new level of energy within the organization.  Ultimately, one of the most ambitious goals of any comprehensive Worksite Wellness Plan is to attempt to influence the attitudes and actions of the organization’s most valuable resource — its workers.

2. Reduced Turnover – As we all know, worker replacement costs can be quite high for any kind of business.  The effort and expense associated with running employment ads, reading applications, checking references, interviewing qualified candidates, hiring and training a new employee can be a serious burden on any business.  In light of the challenges that high worker turnover pose, many organizations are looking to Workplace Wellness Programs as an additional perk that can help to prevent workers from jumping ship.

3. Raised Recruitment Potential – In the midst of a very tight labor market, organizations are forced to pull out the stops in order to recruit new talent.  In some instances, Workplace Wellness Programs can prove to be a very valuable tool in sealing the deal.

4. Reduced Absenteeism – When an employee misses work in a business environment, the entire organization is forced to absorb his/her responsibilities.  Even in the event of the occasional absence caused by things like colds and the flu, work can back-up and tensions can build.

Even worse is a long-term absence caused by a major health event that requires hospitalization and/or rehabilitation.  By preventing certain types of illness caused by poor lifestyle habits, Workplace Wellness Programs can play an important role in reducing absenteeism.

5. Health Care Cost Containment – The majority of organizations don’t begin a Worksite Wellness Plan with cost containment in mind.  However, cost containment for certain health problems should be considered a viable goal by many organizations.

6. Improved Staff Member Health Status – One of the greatest advantages of a well-designed Worksite Wellness Plan is the promise of improved health.  There is a growing body of evidence that suggests well-designed Workplace Wellness Programs can successfully impact such behaviors as smoking, high-risk alcohol use, seatbelt use and more.

It is important to assess the effectiveness of all Workplace Wellness Programs. There are a number of very simple ways to assess Workplace Wellness Programs:

How many attended the corporate health and Workplace Wellness Program, and was there participation or a visible level of interest?

Use a short and simple pen and paper assessment that people fill out at the end of the Worksite Wellness Plan /seminar. Statements that are rated on a scale from 1 (strongly agree) to 5 (strongly disagree) will give valuable information. Ask about:
•    The value of the Workplace Wellness Programs to the individual
•    The style of the presenter
•    The presenter’s knowledge of the topic
•    The level of knowledge gained by the worker
•    Other areas that would be of interest for future Workplace Wellness Programs

Examples of Questions about Workplace Wellness Programs
•    This program provided me with information and/or skills I will use.
•    The presenter was knowledgeable about the subject matter.
•    There was adequate time for questions.
•    The methods used to present the information were effective.

Open-ended questions about Workplace Wellness Programs may include:
•    The best part of this Worksite Wellness Plan was…
•    The part that needed improvement was….
•    I would attend another Worksite Wellness Plan by this speaker…
•    Topics I would like to see included in other seminars or Wellness Programs…

This would be a process assessment that examines how well the Workplace Wellness Programs were started. It is also important to look at health outcomes and cost outcomes of Workplace Wellness Programs.

More in-depth information about the cost-effectiveness of Workplace Wellness Programs can be found by analyzing data before and after Workplace Wellness Programs concerning medical care claims, workers’ comp claims, sick time, productivity levels, etc. Health outcomes for Workplace Wellness Programs can be measured by looking at health claims and sick time.

It is also important to look at the impact of Workplace Wellness Programs on family members. For example, smoking by pregnant mothers may lead to the birth of a severely impaired child. This could cost an employer or healthcare plan hundreds of thousands of dollars, an expense that could have been avoided with well-designed Workplace Wellness Programs.

You can also compare the cost per worker of running the Workplace Wellness Programs to the savings per worker. One assessment of Workplace Wellness Programs involving 20,000 to 25,000 workers at New York City-based Citibank showed a return of $6.70 for every dollar the company invested in Workplace Wellness Programs. The findings were based on a research study of health costs and absenteeism.1

An ongoing assessment of your Workplace Wellness Programs should be performed each year and additional periodic evaluations of Workplace Wellness Programs should be conducted on an ad hoc basis. An ad hoc assessment of your Workplace Wellness Programs might be initiated by a variety of triggers. For example, at the end of flu season, a company might want to assess its flu shot program.

Employee retention is a challenge. Workplace Wellness Programs can help. providing perks such as incentives to exercise, healthy food, weight loss and stress management programs at work is a way to keep your workers satisfied.

Attracting new employees are also a challenge, and anything you can do to “stand out” from other workers is to your advantage. Remember, salary isn’t everything. Often, the possibility of flex hours or a discount at the local gym may be the deciding factor for a future worker. Once again, Workplace Wellness Programs to the rescue!

How Are Workplace Wellness Programs Administered?

Whether running small Workplace Wellness Programs in-house or using outside corporate wellness organizations to oversee the whole thing, program promotion is vital. You may have a great speaker come in to talk about a very “hot topic,” but if no one knew about it, it was a waste of the speaker’s time and your money.

Corporate Worksite Wellness Plan setup and promotion go hand and hand. Depending on the size of your company, it may be handled by one person or an entire Workplace Wellness team. You may even have an worker who is interested in physical fitness and would love to organize some educational wellness presentations and programs.

Other workers may have areas of interest and would be willing to set up some educational programs. Especially for smaller organizations, once you have chosen your events and programs, it is best to set up a calendar with a schedule of events. Then publish the entire calendar as well as announcing each individual event as it comes up.

Access to Workplace Wellness Programs

To make access easy, offer a wide range of Workplace Wellness Programs and programs that can fit into everyone’s schedule. For example, some workers may find it difficult to get to a seminar at work or make a commitment for 8 weeks of the Weight Watchers at Work program. However, they will take advantage of a reduced rate at the gym and will borrow tapes from the health and wellness library.

If you have shifts, remember to schedule events for the after 5:00 group. Nothing will undermine Workplace Wellness Programs more quickly than promoting great programs that are only convenient for first shift workers.

Sometimes, Workplace Wellness Programs can take advantage of “special situations” that occur and which offer an excellent opportunity for worker education and support, at little or no expense to the employer. Not only do these situations help workers personally, but also they are an opportunity for the employer to be seen in a positive light. For example:

A company had a number of workers with cancer, as well as a number of workers with family members with cancer. Their Human Resources staff had received numerous questions about what to say to a coworker with cancer, as well as hearing about how difficult it was for the caregivers to manage work and home demands. They thought that it would be a great idea to initiate a lunchtime monthly “discussion/support group” to talk about the struggles, frustrations, and fears that people were facing. This activity was included under the umbrella of Workplace Wellness Programs that the company offered.

The group was facilitated by a rep from the Employee Assistance Program, but it was not a therapy group, nor was it promoted as such. It was informal and workers came as they could fit it into their schedules.

Did it solve all their problems? Of course not, but it did give them a place to vent, talk, and get some information and support. It was a powerful statement from the employer saying, “We care about you and we’d like to help you with this,” and the workers were very grateful. Effective Workplace Wellness Programs clearly convey this type of message to their workers.

Another employer had an worker who was autistic and frequently exhibited some odd or unusual behaviors. He had some significant difficulties and had to be out of work for a number of months. As time came for him to return, coworkers became anxious about what to expect.

The employer had someone come in to talk about autism and how best to deal with a person with the disease. It was a general discussion, and there was no discussion of the worker’s personal information. However, coworkers felt much more prepared to handle his return.

An worker with epilepsy told her coworkers about her condition in case she had a seizure. The employer then had someone from an epilepsy advocacy group come in and educate workers about the illness and what to do.

You may believe taking steps like this are not the responsibility of the employer, that it is not your business. But physical and mental illnesses affect just about everyone and are natural components of Workplace Wellness Programs.

Staff Members who are preoccupied and worried about someone having a seizure or catching HIV from a coworker are not focused and productive. When you spend time informing and supporting workers, you not only have productive workers, you also have their respect.

Workplace Wellness Programs are also an effective way to educate workers/parents about substance abuse, sexually transmitted diseases, pregnancy, depression, mental illness, learning disabilities, and other issues that affect adults, children, and teens. Arming parents, other relatives, and concerned friends with information is a way to prevent problems in the future, for themselves and their children.

Staff Members may not be comfortable attending Workplace Wellness Programs entitled “Substance Abuse and You” or “Dealing With Depression,” fearing they have “self-identified” just by their presence. However, when much of that same information is billed as “Teens and Substance Abuse” or “Recognizing the Signs of Depression in Teens,” there may be a full house for the seminar.

Once this occurs, the levels of awareness are raised. An employee who is concerned that he or she is actually depressed can attend and gain life-saving information. Using this type of approach in Workplace Wellness Programs goes beyond raising awareness among parents whose children are struggling with personal problems.

Mental health topics are frequently difficult to introduce. There is still some stigma attached to being “mentally ill” or having alcohol problems. A benign way to bring information into the workplace is to use Workplace Wellness Programs and the National Screening Day programs. These are dates that have been set aside each year to raise awareness about various problems. They include:

Alcohol Abuse and Addiction (April)
Anxiety Disorders (during Mental Health Month in May)
Depression (October)
Eating Disorders (February)

There is a wealth of information available internet-based that can be made available to your workers at no cost as part of your Workplace Wellness Programs. All it takes begin this into Workplace Wellness Programs is some type of notification in the form of an e-mail with an introductory statement and some links.

Local mental health clinics, medical schools, and hospitals usually provide free employee health screenings on designated days so that anyone can come in, take a test, and get information and a referral for care if appropriate. You could arrange with a local provider for a block of time for your workers to participate in the screenings, or talk to them about coming into the workplace to provide them.