Benefits and Compensation

Embracing Weight Care Programs for Holistic Employee Well-Being 

More employers are recognizing the importance of embracing a holistic approach to employee health benefits, understanding that a healthy workforce is essential for both individual well-being and organizational success. As such, weight health coverage and support should be – and is increasingly considered – a non-negotiable aspect of comprehensive benefits packages given its link to many health conditions such as obesity and diabetes.  

Research from WeightWatchers for Business revealed that 69% of U.S. adults surveyed want weight healthcare benefits from their employer. In fact, 61% placed weight healthcare services on their benefit wish lists, second only to behavioral and mental health services (67%), and followed by child and elder care assistance (37%) and maternal and fertility health services (27%). Despite this demand, data from the International Foundation of Employee Benefits Plans indicates that less than a third (32%) of U.S. employers currently offer weight healthcare programs – however, a positive shift is well underway.  

Employers are increasingly acknowledging the unique role they can play in driving lasting change in weight health. The challenge now lies in how to effectively implement weight health benefits that meet employees’ needs and drive long-term positive outcomes for both employees and organizations.  

Here are three key components that employers should consider when implementing weight-focused care as part of their overall employee benefits strategies:  

1. Foster a ‘Culture of Health’ in the Workplace 

Prioritizing whole-person health in the workplace is no longer a mere perk. It’s a vital necessity. Employees today expect comprehensive health and wellness benefits and it’s essential for organizations to step up and meet these demands as best they can.  

Fostering a culture of health within the workplace not only supports employees in leading healthier, more balanced lives, but also provides significant value to the organization. Research from Health Affairs indicates that for every dollar spent on employee health and wellness programs, companies see a return of $3.27 in reduced healthcare costs and $2.73 in reduced absenteeism.  

Beyond the financial benefits, companies that invest in comprehensive health benefits, including programs that address the behavioral and clinical aspects of weight health, can see tangible improvements in employee productivity, engagement and retention. WeightWatchers research has proven the transformative effects of supporting employees in improving their quality of life through weight health benefits. The data shows that members who received comprehensive support, involving behavior change experienced a 40.5% boost in self-esteem and a 13.6% increase in workplace effectiveness. 

Healthy employees contribute to more productive workforces, creating a cycle of mutual benefit where both individuals and organizations thrive. To achieve this, employers should consider offerings, such as training sessions or webinars on weight health and its connection to overall health, access to personalized wellness plans and virtual health coaching. By educating employees, employers can create an environment where employees feel valued and supported. Not to mention, these initiatives will help mitigate weight health bias and stigma, which otherwise may remain pervasive in many workplaces.  

2. Avoid a One-Size-Fits-All Approach 

In addition to fostering a culture of health, employers must understand that a one-size-fits-all approach to workplace healthcare programs is destined to fall short. Programs should be tailored to meet the diverse needs of employees to drive meaningful impact.  

Employees vary widely in their health priorities, influenced by factors such as age, medical history and personal goals. Therefore, employers should prioritize flexibility and look to offer a range of programs and resources that employees can customize to fit their unique circumstances and will evolve with them over time. For example, by offering personalized weight health programs that include access to behavioral change support, weight management coaching and coverage for clinical treatments like GLP-1 medications to aid in weight loss and manage conditions like obesity and polycystic ovary syndrome (PCOS), integrated along with tools like continuous glucose monitoring for those living with diabetes, employers can deliver comprehensive solutions tailored to their workforce’s unique health journeys and address the complex interplay of biological, behavioral and social factors.   

By actively seeking employee feedback, employers can also ensure workplace health programs remain effective and aligned with their workforce’s evolving needs. Taking an inclusive and adaptive approach to benefits demonstrates a genuine commitment to employee well-being, strengthens engagement and ultimately leads to better outcomes for employees and the organization.  

3. Prioritize Breaking Down Barriers to Weight Health  

Too often, weight health programs in the workplace fall short by focusing on surface-level interventions such as fitness challenges or meal stipends. While well-intentioned, by focusing efforts on addressing the root barriers preventing employees from achieving meaningful, sustainable weight health improvements, employers will have greater long-term impacts to drive change.  

For many, the high cost of care and the lack of access to comprehensive weight health resources creates insurmountable obstacles, leaving them unable to seek or sustain the care they need. According to WeightWatchers research, 51% of U.S. adults surveyed cite cost as a major factor impacting their access to care. It’s vital that employers think about moving beyond quick fixes and design programs that address these deeper systemic issues.  

While that might all feel daunting, employers do not have to navigate these challenges alone. Seeking out ways to collaborate with weight health vendors and health plan providers can be hugely helpful to implement cost-effective solutions that benefit employees and organizations. For example, employers can work with vendors and health plans to tailor weight health programs to meet employees’ unique goals and align with varying levels of clinical need. Some employees may only require access to behavioral counseling, while others may see true value in clinical interventions for their population. Customizing programs ensures employees can access the right level of care at the right time without employers having to incur unnecessary expenses.  

Keeping Up with the Shifting World of Employee Benefits  

The landscape of weight health benefits is undergoing a fundamental shift. What was once seen as a ‘nice-to-have’ perk has become a ‘need-to-have’ priority for employers and employees alike. With weight health intersecting with broader health outcomes, employee well-being and workplace productivity, organizations must meet the moment with thoughtful, holistic weight health strategies.

Rob Talmas is Vice President of Total Rewards & People Operations at WeightWatchers.

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