Workplace wellness has gained a considerable amount of momentum in the Canadian marketplace. A lot of organizations have already implemented programs to promote employee health with many more are developing strategies. Still, there are those employers that continue to resist in this area, on the basis that the return on investment is not clear.
Right now, there are employees at workplaces across Canada who may be at risk of absence and disability. They could be coping with physical or mental health issues, personal concerns or unresolved issues with a work colleague or supervisor. Mental health problems alone are estimated to cost employers about $20 billion a year, according to Statistics Canada. Add to this the fact that the average employee reported the equivalent of 9.3 days in work time lost for personal reasons in 2011, and the picture of lost productivity becomes a bitter pill to swallow.
According to the Public Health Agency of Canada, the flu affects 5% to 10% of Canadians each year, which equates to sick days and productivity loss for employers. Today kicked off the provincial government’s flu campaign and it is encouraging employers to spread the message about getting the flu shot to their employees. The Ontario […]
When it comes to workplace wellness programs, the question many employers face is no longer whether they should invest in such initiatives, but rather how to do it in a way that is strategic and cost-effective and aligned with their corporate culture. But no single wellness program equally matches the needs of all organizations. The following three Canadian companies—C.S.T. Consultants Inc., Intria and Direct Energy—have each approached wellness in unique ways based on their employee demographics, available resources and strategic goals. While their wellness programs differ, they all endorse one message: just do it.
U.S. employers are increasingly using incentives to encourage participation in health screening programs, say new survey findings from Aon Hewitt.
Psoriasis—a chronic skin problem that affects about 3% of the Canadian population, or about a million people—can cost a company up to $2,200 per affected employee each year in lost productivity, said Dr. Chih-ho H. Hong, a clinical assistant professor with the University of British Columbia.
Most organizations will see mental disorders as one of the top two categories on their drug utilization reports, and those conditions tend to be trending upwards, said Leanne MacFarlane, senior director, business development, with MHCSI, as part of a mental health panel at the conference.
When employee engagement in health succeeds—whether through social media or integrated programs—the outcomes are invaluable for both employers and employees.
With the aging population and increase in chronic disease—coupled with the rise in pharmaceutical costs and growing mental health concerns—it’s more crucial than ever to get employees engaged in their own health.
When Katherine Sheehan, assistant vice-president, HR, with Dalhousie University, started at the institution, she found there were a number of wellness initiatives across campus.