Healthcare benefits are evolving, and so are the expectations of employees. The modern workforce is no longer content with a one-size-fits-all approach to health and wellness, which is where "wellness dollars" come into play. These funds, often part of an employer's health insurance package, are more than just a nice-to-have – they're a strategic tool that organizations can leverage to support a holistic approach to employee well-being.

The question isn't whether you should use your wellness dollars – it's how you can use them to their full potential, especially when it comes to mental health support. With the surge in stress-related illnesses and the high costs associated with mental healthcare, proactively promoting mental wellness not only helps your employees live happier, healthier lives, it also reduces healthcare costs for organizations.

Wellness dollars are additional funds provided by health insurance providers. They're specifically earmarked to be spent on qualifying employee wellness programs and health services. Typically, this benefit is part of a broader strategy aimed at reducing healthcare costs, improving employee satisfaction, and increasing workplace productivity.

Why wellness dollars exist

Wellness dollars can be allocated towards a variety of programs aimed at enhancing overall employee well-being. These can include physical fitness memberships, meditation and mindfulness apps, nutritional counseling, and stress management workshops. Some employers also allow wellness dollars to be used for ergonomic office equipment and health screenings, broadening the scope of preventive care. This flexibility not only supports a wide array of health and wellness needs but also empowers employees to take an active role in their own health management.

Unlike standard insurance plans, which focus on reactive care, wellness dollars spotlight the value of preventive measures. This proactive approach is more vital for mental health than many realize. By investing in tools and technologies that facilitate mental well-being on a daily basis, employers can build a workforce that is equipped to manage stress, prevent burnout, and feel better prepared to manage life's challenges. 

Investing wellness dollars in employee mental well-being

Employers can leverage their health plan's wellness dollars to offer a variety of mental well-being tools to their employees. These tools, whether they be mindfulness and meditation apps, stress management courses, or resilience-building exercises, can support all aspects of life, from managing stress to improving sleep quality, pushing forward a sense of balance and resilience.

Through regular use, many employees can reduce stress and anxiety and find ways to be more present in all aspects of their life, including at work. These tools become a comprehensive solution for employee well-being, offering content like guided meditations, mindfulness exercises, and focus tools.

Considering that 77% of employees report that work stress impacts their physical health, these tools can also have a downstream effect on employees’ overall physical and mental well-being, improving employee health and happiness and reducing healthcare costs for organizations.

In many cases, you can use your wellness dollars to offer your employees Headspace Core, our evidenced-based mindfulness and meditation app. The app is backed by scientific research, demonstrating significant benefits from Headspace guided meditations, including:

• 32% less stress after 30 days of Headspace use
• 19% reduction in anxiety after 8 weeks of Headspace use
• 29% reduction in depression after 8 weeks of Headspace use

Wellness dollars represent more than just a benefit—they're a vote of confidence in the power of prevention. By directing these funds towards comprehensive mental health solutions like Headspace, employers can foster a culture of well-being that resonates throughout their organization. Don't let your wellness dollars go to waste – contact us today to learn more about how you can fund Headspace Core through your health plan.