It is only logical that companies make their employees’ health their business. This is because their productivity is highly dependent on the ability of their employees to complete certain tasks. Moreover, many had adapted wellness programs in the workplace. This paper will likewise provide the pros and cons of the programs.
PROS: REDUCE ABSENTEEISM
Absenteeism is the habitual or intentional absences made by employees. Among the many causes of absenteeism are harassment, stress, depression, illness, and injury (Forbes). Absenteeism is clearly unproductive and may compromise the profits of a company. As such, wellness programs that are implemented in the workplace were observed to reduce absenteeism and harness the maximum potential of the workforce (Rossi 29). As a matter of fact, when Pacific Bell, a telecommunications company, had implemented wellness programs, the absences of their employees decreased while saving the company two million dollars each year (Levenson). This may be traced to the fact that wellness programs target to combat illnesses, injuries, and possible mental health issues such as depression and thus, reduce absences. Moreover, with wellness programs, enhancing the attendance of the employees, the company is expected to become more profitable and move towards their goals.
PROS: INCREASE LOYALTY IN EMPLOYEES
Aside from maintaining that employees are present, having wellness programs is also said to increase the loyalty in the employees. This also means that the task of the human resources department to attract potential employees and maintain competent employees will be accomplished with a relative ease (Northern California Center for Well-Being). According to studies, wellness programs in a company that are coupled with the incentives that companies provide for those who take their wellness programs, are seen by employees as an attractive component of their compensation and thus, maintain morale and loyalty (Centers for Disease Control and Prevention). Additionally, maintaining wellness programs may also cut the costs they dedicate to recruit and train new employees, and improve the culture within the company at the same time (Bell).
CONS: LITTLE OR NO EFFECT ON HEALTH CARE SPENDINGS
Many expect that implementing wellness programs may reduce the health care costs for the employees and the company since they will have little need of health care services (Ireland). There is a potential that wellness programs may become good investments as evident by the data obtained from select companies (Bertera), but several studies showed otherwise. One of such study a sample of 6000 employees and concluded that wellness programs have little or no effect on reducing health care costs (RAND). As such, implementing wellness programs might not really improve the company’s profitability and only serve as another program that needs monitoring, and thus, reduce the company efforts towards more business-oriented goals.
CONS: DISCRIMINATION
There could be other reasonable reasons, but it had been observed that wellness programs could become discriminatory due to the attempt to save costs in health care services (Horwitz, Kelly, and DiNardo). The health status of the employees may trigger discrimination (James). The type of wellness plan that an employee opts to enroll in may also stir discrimination in the workplace (Krul). Implementing wellness programs and failing to take into account the discrimination that could arise in the workplace may likewise lead to higher absenteeism and lower productivity. All of which are counterproductive and may compromise the company’s earnings.
CONCLUSION:
Both arguments have their own merits. Implementing wellness programs entail that companies take risks that may or may not benefit their profits. As such, each company should consider many other factors before taking their employees’ health under their supervision.
Works Cited
Bell, Ryan. “Holistic Approach to Well-Being: How to Use Wellness Program to Recruit and Retain Top Talent.” Excellence Essentials. Web. 14 Mar. 2016.
Bertera, Robert. “The effects of workplace health promotion on absenteeism and employment costs in a large industrial population.” American Public Health Association. Web. 14 Mar. 2016.
Centers for Disease Control and Prevention. “Benefits of Health Promotion Programs.” CDC. Web. 14 Mar. 2016.
Forbes. "The Causes and Costs of Absenteeism in the Workplace." Forbes Magazine, 2013. Web. 14 Mar. 2016.
Horwitz, Jill, Brenna Kelly, and John DiNardo. "Wellness Incentives in the Workplace: Cost Savings through Cost Shifting To Unhealthy Workers." PubMed. Web. 14 Mar. 2016.
Ireland, Kay. “Pros & Cons of Employee Wellness Programs.” Livestrong. Web. 14 Mar. 2016.
James, Julia. “Workplace Wellness Programs.” Health Affairs. Web. 14 Mar. 2016.
Krul, Sandi. “Anti-Discrimination Considerations for Employer-Based Wellness Programs - Existing Law and New Proposed Regulations and Guidance.” Hooper, Lundy & Bookman, PC. Web. 14 Mar. 2016.
Levenson, Adam. “The Workplace Wellness Debate: Should Employers Adopt These Programs?” MHA@GW, 2015. Web. 14 Mar. 2016.
Northern California Center for Well-Being. "Employee Wellness." Northern California Center for Well-Being. Web. 14 Mar. 2016.
RAND. “Do Workplace Wellness Programs Save Employers Money?” RAND. Web. 14 Mar. 2016.
Rossi, Amy. “Wellness Programs on the Rise.” Biologics and Benefits. Web. 14 Mar. 2016.
