Are work wellness programs effective?
According to the study, working practices like scheduling, pay and performance reviews have more of an effect on employees when it comes to well-being and stress.
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In recent years, companies have been investing billions into employee wellness programs (especially after COVID) – it’s expected to reach US$94.6 billion in 2026. These programs are aimed at improving the stress levels and the overall well-being of employees, but research has shown that they’re, for the most part, ineffective.
All the mindfulness apps, group well-being training classes, massages and free lunches can be great. But a recent study by William J. Fleming, a fellow at Oxford University’s Well-being Research Center, has shown that these efforts don’t always succeed. In some cases, they can even elevate an employee’s stress, anxiety or depression.
Dr. Fleming used data from Britain’s Healthiest Workplace survey of workers at 233 organizations in 2017 and 2018. He tracked employees at a single point in time rather than before or after participating in a wellness program. And, to avoid any concern about selection bias, he separately analyzed responses from workers with high pre-existing levels of work stress, comparing those who did and didn’t participate in the programs.
All of the results pointed to the programs being ineffective, although he did find that volunteering and charity work made more of a difference to an employee’s mental health.
Dr. Fleming said to The New York Times, “If employees do want access to mindfulness apps and sleep programs and well-being apps, there is not anything wrong with that, but if you’re seriously trying to drive employees well-being, then it has to be about working practices.”
According to Dr. Fleming’s analysis, working practices like scheduling, pay and performance reviews have more of an effect on employees when it comes to well-being and stress. But many companies are reluctant to adjust these, as Tony D. LaMontagne, a professor of Work, Health and Well-being at Deakin University in Melbourne, Australia, explains. “Employers want to be seen as doing something, but they don’t want to look closely and change the way work is organized,” he said.
While other studies have also proven that Dr. Fleming’s findings are true, there’s still a mixed view of employee wellness programs. Ultimately, it can be said that the effectiveness of the programs largely depends on an employee’s goal and whether it's something they find value in.
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