Determining a budget for starting a Employer Wellness Program

Starting a Employer Wellness Program need not be expensive, but will require the commitment of some financial resources. If possible, include the Employer Wellness Program in your business’s annual business plan and budget as you do for other efforts important to your business’s success.

How much to budget for the Employee Wellness Program?

There is no one-size-fits-all formula for starting a Employer Wellness Program that results in enhanced employee health. Organizations differ in how much money they need and how much they can make available for the Employee Wellness Program. Consider the following common expenses in developing an adequate Employer Wellness Program budget:

• Employer Wellness Program staffing costs (either internal salaries or consultant fees)
• Employer Wellness Program data collection costs (including health risk assessment costs, if relevant)
• Employer Wellness Program incentives and rewards for healthy behaviors (such as discounts on premiums for non-smokers)
• Costs of Employer Wellness Program Procedures to be started (such as costs of covering tobacco quit medications or costs of subsidizing healthy foods in the cafeteria or vending machines)
• Employer Wellness Program administrative and communications expenses

In times of tight finances, be prepared to justify your requested Employer Wellness Program budget. Arm yourself with data on potential short- and long-term outcomes of the proposed Employer Wellness Program Procedures. Itemize the Employer Wellness Program expenses of past initiatives and share projected expenses for initiatives planned for the upcoming year.

Sustaining Employer Wellness Program Funding

A dedicated Employer Wellness Program line item in your business’s budget makes it more likely to be regarded as a need, rather than as a “nice-to-have” amenity that could be cut when funds run low.

One of the best Procedures for ensuring continued financial support for the Employer Wellness Program is frequent communication to leadership, including:

• How many staff members have you reached through the Employee Wellness Program? Has morale increased? Have health risks decreased, e.g., fewer staff members smoking, more staff members active?
• How well are you managing the Employer Wellness Program resources you’ve been given? Where and how has your budget been spent? Keep track of the staff time required for each initiative and be able to present the numbers at any time.
• Anecdotal Employer Wellness Program success stories from staff members. Don’t underestimate the power of a good story to put a human face on your success.

Supplemental sources of Employer Wellness Program Funding

If required, have the individuals accountable for starting a Employer Wellness Program look for ways to supplement available internal funds. Are there grants or other financing available that can help support your Employer Wellness Program ? What community Employer Wellness Program resources could you use to meet some of your needs?