{"id":12891,"date":"2019-07-08T14:00:00","date_gmt":"2019-07-08T14:00:00","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/companies-tailoring-wellness-benefits\/"},"modified":"2022-10-11T03:49:14","modified_gmt":"2022-10-11T07:49:14","slug":"companies-tailoring-wellness-benefits","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/companies-tailoring-wellness-benefits\/","title":{"rendered":"Survey: Companies Tailoring Wellness Benefits"},"content":{"rendered":"

As companies develop their wellness offerings, leaders may wonder how their benefits compare to those from other companies, what initiatives are trending, and what areas to focus on in the future. Fortunately, the Society of Human Resources Management (SHRM) published the 2019 Employee Benefits Survey<\/a>, which examines the 250 benefits companies are most likely to offer.\u00a0 The report provides a great benchmark for what comprises a competitive benefit package as well as what emerging offerings are gaining traction.\u00a0 It is important to note that a competitive benefit package will depend on the organization, the demographics of their employees, and the industry in which they operate.<\/p>\n

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Benefits Still Viewed As Essential<\/h2>\n

Overall, businesses still see benefits as a differentiator when it comes to recruiting and retaining employees. With a tight job market, no more than 3% of companies decreased benefits in any category, compared with 20% of companies that increased health related and wellness benefits since 2018.<\/p>\n

Although wellness benefits increased the same as health-related ones, growth in these benefit skewed toward larger companies.\u00a0 A quarter of employers with 500 or more employees increased wellness benefits over the past year while only 13% of employers with fewer than 99 employees increased them.<\/p>\n

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What\u2019s New With Wellness<\/h2>\n

Overall, wellness programs had few broad changes. Fifty-eight percent of organizations offer general wellness programs, but traditional activities, such as programs that target employees with chronic health conditions, have decreased since 2015, from 40% to 24%. Health insurance companies are providing some of the traditional wellness benefits, which allows companies to offer more niche activities that better match their employee demographics.<\/p>\n

\"SHRM<\/p>\n