What 4,000+ employers reveal about the future of employee wellbeing

Employee wellbeing is no longer a “nice-to-have” benefit. It's become a business imperative, with employers increasingly viewing wellbeing as a key driver of workforce resilience, engagement and performance. The results from our Wellbeing Diagnostic Survey of over 4,000 employers in 91 markets around the world show that momentum. It also provides key insights as to where employers have the greatest opportunity to improve outcomes.

Globally, wellbeing continues to gain ground as a strategic priority. Over half of organizations now include wellbeing in their total rewards strategy. That’s up from just 10% in 2015, while 88% of employers actively support employee wellbeing. Nearly 80% report that they are advancing or accelerating their wellbeing goals, even amid rising healthcare costs and budget pressures.

U.S. employers double down on wellbeing investment

In the U.S., employer commitment is even stronger. Our survey shows that 95% of employers are taking an active role in supporting employee wellbeing. This shows that organizations continue to see wellbeing as a critical component of workforce strategy. Rather than scaling back, employers are refining their investments: 53% are redesigning or refreshing wellbeing initiatives, 45% are increasing funding for prevention and early intervention, and 44% are expanding the use of AI in wellbeing programs. Also notable is that only 16% of survey respondents indicated that they are postponing or reducing spending on wellbeing.

Healthcare costs and mental health top the priority list

Healthcare affordability and mental health remain the dominant concerns. In the U.S., 76% of employers identified healthcare costs as the top workforce issue they are looking to address with wellbeing, closely followed by stress, burnout and mental health (74%) and chronic conditions (63%). Stress, burnout and mental health continue to rank as the number one wellbeing priority globally. This underscores the ongoing need for strategies that build resilience and support workforce wellbeing.

The evidence is in: Wellbeing programs are working

Our survey also reveals encouraging signs that wellbeing investments are delivering value. In the U.S., more than half (51%) of respondents said that employer resources and initiatives have “encouraged me to live a healthy lifestyle.”

56% of employees say they would recommend their employer's wellbeing program, a dramatic increase from 23% in 2017. Simultaneously, 79% of employees said they want their employer to actively support their wellbeing. This reinforces the continued demand for employer-sponsored resources and programs.

A persistent gap: Financial wellbeing remains underserved

Yet there are some significant gaps that need to be addressed. Financial wellbeing has again emerged as the area where employee needs and employer priorities are most misaligned. Globally, 50% of employees want more support with their financial situation, while only 19% of employers plan to prioritize financial wellbeing, creating a 31-point gap. In the U.S., the disconnect is even larger, with a 34-point difference between employee demand and employer prioritization.

High-risk employees need more targeted support

Another key gap is employer support for high-risk employees. Despite more efforts in this area, high-risk employees remain underserved and are the most disconnected from their employer’s wellbeing programs. Without more targeted solutions for higher-risk employees, any new optimization efforts may inadvertently widen gaps in care.

Key takeaways for employers

There are clear opportunities for organizations ready to move from broad wellbeing investment to smarter, more strategic action. Here is where to focus:

• Protect your momentum by optimizing spend: With 88% of employers actively supporting wellbeing and nearly 80% accelerating their goals, the commitment is there. Now is the time to ensure that sustained investment translates into measurable outcomes, not just program activity. Ensure vendor partnerships are creating value and tighten oversight on wellbeing program spending.
• Close the financial wellbeing gap: The 34-point disconnect between employee demand and employer prioritization in the U.S. is one of the most significant misalignments we see in our data. Addressing financial wellbeing alongside physical and mental health is no longer optional. It's essential to a truly holistic strategy.
• Prioritize high-risk employees: Underserved, high-risk employees remain the most disconnected from wellbeing programs — and often the most costly. Targeted interventions for this population are critical. Without them, broader optimization efforts risk widening the very gaps they are designed to close.
• Invest in prevention and early intervention: With 45% of employers already increasing funding in this area, the direction is right. Preventive care, including vaccinations and cancer screenings, can save lives, improve the quality of employee health and decrease time away from work.
• Strengthen governance and measurement: As wellbeing matures as a strategic function, so must the rigor around how we connect and evaluate it. Robust measurement frameworks help organizations demonstrate value, refine programs and make the case for continued investment. Integrating with other benefits, occupational health and total reward programs creates better outcomes.
• Use AI thoughtfully: Forty-four percent of employers are expanding AI in their wellbeing programs. When used correctly, AI can offer personalized support, improve access and identify needs before they become crises. This only works when paired with strong data practices and human-centered design.

The next chapter in employee wellbeing belongs to organizations willing to be more intentional. Aligning investments with real employee needs, building resilience across all dimensions of health and measuring what truly matters will define the employers best positioned to succeed.