The majority of adults spend more waking hours at work than anywhere else, making it all the more important for them to have access to workplace wellness programs to maintain health in both their professional and personal lives. Having a healthy staff also benefits employers, improving the financial stability and overall performance of a firm.

According to Wellness Proposals, an online workplace-health resource, better employee well-being can result in higher productivity, as healthy staff members are less likely to miss work and are capable of performing tasks more efficiently. In addition, they incur lower health care costs, communicate more effectively and display better morale on a day-to-day basis.

In fact, having employees in poor health can actually be costlier to a business than the expense of investing in their physical wellness. A multi-year study published in April in the Journal of Occupational and Environmental Medicine found that, on average, every $1 of medical and pharmacy costs corresponds to $2.3 in health-related productivity costs, meaning that addressing key employee health issues can be a more cost-effective option than cutting back on related expenses.

"A healthy workforce is critical to an employer's ability to compete in today's economy," Dan Leonard, president of the National Pharmaceutical Council, said in an announcement of the findings. "By recognizing these issues, employers can take steps toward improving employee health, productivity, and retention, as well as spend their health care dollars more effectively."

Many businesses realize the impact of staff health and implement measures to address it. According to a September survey from Hewitt Associates, 65 percent of companies are currently making significant investments in the health and productivity of their employees despite the continued focus to hold down health care costs.

"Employers realize that having a healthier workforce directly correlates to lower health care costs through reduced claims and increased productivity," Jim Winkler, Hewitt's U.S. Health Management Consulting practice leader, said in an announcement of the report. "Determining what health issues are most prevalent in an employee population and developing programs that will encourage healthier behaviors or greater compliance provides significant opportunities for short- and long-term cost savings."

A global survey from Buck Consultants this month found that 46 percent of multinational companies implemented wellness programs in 2009, an increase of more than 20 percent over the last year. Technology-driven tools, such as Web portals, online lifestyle programs and digital record-keeping, are the fastest-growing group of workforce health initiatives. Popular on-site health programs include personal health coaching, caregiver support and healthier vending machine choices.

Small businesses face a unique set of challenges in building health programs, as they may lack the resources to implement large-scale health initiatives or to hire an occupational safety professional to spot and prevent potential risks.

Work-related illnesses and injuries among all businesses in the United States cost an estimated $171 billion per year in expenses or lost output, the National Institute for Occupational Safety and Health (NIOSH) says. For small businesses, the average cost of an employee injury or illness ranges from $300 to $5,700, depending on the type of work performed.

Although more elaborate health support programs may be outside the reach of a modest budget, there are numerous practical measures that a small business can take to promote well-being among its employees. The following recommendations from the Centers for Disease Control (CDC) may be particularly useful for this flu season:

• Develop a pandemic plan or review an existing one for when contagious diseases strike to reduce the risk of spreading illness;
• Contact state and local health departments to open communication channels and receive information from authorities;
• Consider ways for sick employees to stay at home without losing the entirety of their output, and introduce flexible leave policies so workers can care for sick family;
• Share best practices with other businesses and work with companies in the supply chain to develop an effective health strategy;
• Add a widget or button to the company's Web site so employees can stay up-to-date on the latest safety and health information;
• Purchase supplies like tissues, soaps and hand sanitizers to encourage healthy habits at work; and
• Develop a plan for maintaining operations when many employees are absent by delegating duties or providing back-up training.

This year, the added risk presented by the H1N1 flu virus makes it crucial for businesses to establish a plan to prevent or deal with a contagious outbreak. In its 2009 guide to combating H1N1, the U.S. Department of Homeland Security recommends identifying risk factors in the workplace, preparing vaccinations for those who need them, assigning an office coordinator to implement health protocols and strengthening a business continuity plan to safeguard operations in the event of an outbreak.

"Small businesses are often the backbone of private sector industries and their local communities. With this in mind, we must partner to ensure the wheels of the nation's economy continue to turn, even if faced with absenteeism, restricted services and supply chain disruptions," the guide says. "If prepared, small businesses can keep their doors open and our nation's economic health and security resilient."

Earlier: Hidden Costs of Poor Health

Resources

Benefits of Worksite Wellness
Wellness Proposals, 2006

Health and Productivity as a Business Strategy: A Multiemployer Study
by Ronald Loeppke, Michael Taitel, Vince Haufle, Thomas Parry, Ronald Kessler and Kimberly Jinnett
Journal of Occupational & Environmental Medicine, April 2009

Most Employers Underestimate Full Costs of Employee Health on Productivity
Integrated Benefits Institute, April 13, 2009

...U.S. Health Care Cost Increases to Remain Stable for Third Consecutive Year
Hewitt Associates, Sept. 29, 2009

... Drive by Managers to Lower Stress, Motivate & Encourage Employees
Buck Consultants, Nov. 20, 2009

Safety and Health Resource Guide for Small Businesses
National Institute for Occupational Safety and Health, 2003

Action Steps to Keep Your Business and Employees Healthy
Centers for Disease Control, Aug. 19, 2009

Planning for 2009 H1N1 Influenza
U.S. Department of Homeland Security, September 2009