Cole Tsonis
Associate Vice President
In the workforce, wellness gaps can take a toll on employee morale, retention, and the organization’s bottom line. Forward-thinking employers are taking a closer look at how to deliver support that meets the needs of their teams.
Today’s workforce wants more than traditional health benefits. Employees are looking for support for their mental, emotional, and financial needs. Wellness has gained new importance, serving not only to meet employee expectations but also to strengthen culture, enhance productivity, and manage the financial burden of employee care.
The most effective wellness programs go beyond superficial perks and align with the specific needs of the workforce. Strong initiatives are focused on addressing real challenges, such as stress and financial insecurity, while being grounded in leadership support and cultural fit.
For employers, this shift presents both a challenge and an opportunity: to build wellness programs that strengthen culture, reduce turnover, boost productivity, and lower long-term healthcare costs.
Wellness: From optional perk to essential business strategy
No matter how benefits are structured, employers ultimately feel the effects of poor health through rising claims, missed workdays, and reduced productivity. That’s why prevention and early intervention are becoming central to workforce strategies.
Burnout remains one of the most common challenges in the workplace. According to Mercer, 81% of employees feel at risk of burnout, with that number rising to nearly nine in ten among Generation Z and millennials. The emotional toll is real, but so are the business costs. Stress-related workplace issues are estimated to cost U.S. businesses $300 billion each year due to absenteeism, reduced productivity, and turnover, according to the American Institute of Stress.
These pressures have redefined wellness programs from perks to essential tools for mitigating risk and sustaining workforce resilience.
According to Marsh McLennan Agency’s 2025 Employee Health & Benefits Trends, Gen Z and millennial employees are driving demand for programs that prioritize mental well-being, self-care, and financial wellness. At the same time, mid-career employees balancing caregiving responsibilities often prioritize flexibility, emotional support and retirement planning tools. Programs that address these generational needs are more likely to gain traction and deliver meaningful results.
Employers are also shifting away from one-size-fits-all benefits toward flexible, personalized offerings that can accommodate hybrid and remote work environments.
Turning ideas into action: How wellness programs take root
Wellness programs can begin small and gradually expand over time. A walking group, a lunch-and-learn on financial planning, or a mindfulness challenge are all simple ways to raise awareness and spark engagement. These early efforts often serve as building blocks for more comprehensive strategies.
Gathering input through surveys and feedback helps align wellness offerings with the actual needs of employees.
Creating an effective wellness strategy also means thinking holistically. Programs that address mental, physical, social, and financial well-being are more likely to succeed. Employers that actively support well-being in all four areas will see their employees experience:
- Increased engagement: Employees feel more connected to their work and the organization.
- Improved productivity: Healthier employees are more focused and efficient in their work.
- Stronger collaboration: A supportive environment promotes better teamwork and communication.
- Enhanced retention: Employees are more likely to stay with an organization that prioritizes their overall well-being.
Leadership engagement further boosts participation. When managers join in wellness activities, share their own goals, and encourage team involvement, it fosters greater engagement at all levels.
Rethinking ROI: Why smart wellness doesn’t have to be expensive
Wellness programs can be effective on any budget. Many employers achieve success by tailoring their efforts to their size and combining in-house initiatives with guidance from external experts.
Cost-effective initiatives such as team workouts, healthy lunch options, or mindfulness weeks can drive participation. Employee Assistance Programs and community partnerships can offer free or low-cost services like financial coaching, stress management workshops, and nutrition education.
Financial wellness is playing a growing role in employee performance. Employers can equip their teams with tools that enhance budgeting confidence, reduce financial stress, and support long-term planning. When employees feel more secure about their finances, they tend to be more focused, productive, and engaged at work.
On the high end, companies are investing in holistic experiences, such as onsite fitness centers, well-being stipends, and real-time health coaching. Most employers fall somewhere in between, combining in-house initiatives with expert support to find high-value, culturally aligned solutions.
Recent industry data confirms the benefits: A Wellhub survey found that 95% of companies that track ROI on wellness programs reported positive returns, with nearly two-thirds seeing at least a 2:1 return on investment.
Beyond the initial buzz: Avoiding wellness drop-off
Many programs start strong but then stall. The biggest pitfall? Treating wellness like a one-time campaign instead of a continuous effort.
Sustained success requires cultural integration. This involves integrating wellness into the workday, recognizing and rewarding participation, and continually refining the program based on employee feedback over time. According to Gallup, when employees feel their employer genuinely cares about their well-being, they're more than four times more likely to be engaged and 53% less likely to look for a new job.
Wellness isn’t a checkbox; it’s a long-term investment in the workforce. And when it’s done right, the results are measurable: healthier employees, reduced claims, lower turnover and a stronger, more resilient staff.
Marsh McLennan Agency’s expert team helps employers design and implement wellness strategies that align with their workforce, culture and long-term goals. Connect with a Marsh McLennan Agency representative to explore how we can help you create a healthier, more resilient organization.
