Determining a budget for creating a Employer Health and Wellness Program
Starting a Employer Health and Wellness Program need not be expensive, but will require the commitment of some financial resources. If possible, include the Employer Health and Wellness Program in your employer’s annual business plan and budget as you do for other efforts important to your employer’s success.
How much to budget for the Employee Wellness Program?
There is no one-size-fits-all formula for creating a Employer Health and Wellness Program that results in improved 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 Health and Wellness Program budget:
• Employer Health and Wellness Program staffing costs (either internal salaries or consultant fees)
• Employer Health and Wellness Program data collection costs (including health risk assessment costs, if relevant)
• Employer Health and Wellness Program incentives for healthy behaviors (such as discounts on premiums for non-smokers)
• Costs of Employer Health and Wellness Program Strategies to be started (such as costs of covering tobacco quit medications or costs of subsidizing healthy foods in the cafeteria or vending machines)
• Employer Health and Wellness Program administrative and communications expenses
In times of tight finances, be prepared to justify your requested Employer Health and Wellness Program budget. Arm yourself with data on potential short- and long-term outcomes of the proposed Employer Health and Wellness Program Strategies. Itemize the Employer Health and Wellness Program expenses of past initiatives and share projected expenses for initiatives planned for the upcoming year.
Sustaining Employer Health and Wellness Program Funding
A dedicated Employer Health and Wellness Program line item in your employer’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 Strategies for ensuring continued financial support for the Employer Health and Wellness Program is frequent communication to upper management, including:
• How many employees have you reached through the Employee Wellness Program? Has morale improved? Have health risks decreased, e.g., fewer employees smoking, more employees active?
• How well are you managing the Employer Health and Wellness Program resources you’ve been given? Where and how has your budget been spent? Keep track of the staff time needed for each initiative and be able to present the numbers at any time.
• Anecdotal Employer Health and Wellness Program success stories from employees. Don’t underestimate the power of a good story to put a human face on your success.
Additional sources of Employer Health and Wellness Program Funding
If needed, have the individuals accountable for creating a Employer Health and Wellness Program look for ways to supplement available internal funds. Are there grants or other funding available that can help support your Employer Health and Wellness Program ? What community Employer Health and Wellness Program resources could you use to meet some of your needs?
