Employee mental health
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How much do workplace wellness programs cost?

Published on
Jul 1st, 2025
|
Reviewed on
Jun 30th, 2025
|
Updated on
Jul 3rd, 2025
Written by
Talkspace
Reviewed by
Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement

Workplace wellness is not just a trendy initiative. It promotes employee mental and physical health, and it can really pay off. That’s why more companies are investing time, effort, and financial resources to ensure their employees have access to programs when, where, and how they need them. Before you commit to one, though, it’s important to understand how much wellness programs cost. 

Read on to learn more about what an average corporate wellness program costs, what factors can up your price tag, ROI, and how to make a smart investment.

The average cost of workplace wellness programs 

Several factors influence the cost of wellness programs in the workplace. Recent research suggests programs average $742 per employee, per year, but the final cost will depend on things like program scope, organization size, and features offered. Larger organizations or employers generally benefit from economies of scale and will pay less per employee for similar program features that a smaller company may provide. 

The type of services your wellness program provides will change what you ultimately pay. The most basic programs, like Employee Assistance Programs (EAPs), cost significantly less than some of the higher-end, premium versions with perks like customized platforms, mental health support, workshops, and biometric screenings.

Cost factors to consider

Understanding the factors that impact the cost of wellness programs helps you make informed decisions and avoid unexpected expenses down the line. Your financial investment can vary widely based on the internal and external factors we explore below. 

Company size and number of employees

The number of workers who participate in a wellness program has a direct effect on your total and per-employee cost. As noted, if you’re a large organization or employer, you can probably negotiate a lower per-employee rate based on volume discounts. For smaller companies, though, there might be a need to budget for those higher per-person costs.  

Program scope and features

The scope of a corporate wellness program drives its cost. A very basic plan includes minimal features, like a digital platform and access to educational resources. Every additional feature or service you want to include increases the overall investment you’ll need to make. 

Comprehensive wellness program options can offer benefits like:

  • Health risk assessments
  • Biometric screenings
  • Fitness or health coaching
  • Mental health support
  • Workshops
  • Team challenges 

Level of customization

You can create customized programs that reflect workforce needs, but doing so usually means higher costs. Off-the-shelf solutions can be more affordable, but it might be worth budgeting for the additional fees associated with more targeted options that enhance use. 

Upgraded customized options you can offer in your wellness program include:

  • Branded communications
  • Tailored workshops
  • Integration into your organization’s current plan 
  • Personalized wellness plans for each employee
  • Custom-designed challenges or competitions
  • Social features, like wellness groups

Vendor choice and implementation fees

Wellness vendors have individual pricing models. Some offer all-inclusive packages, while others charge à la carte for specific options. It’s important to note, you might have an implementation or setup fee in the beginning, especially if you’re offering highly customized solutions. Compare vendors carefully and ask about hidden fees and costs before you adopt any program. This helps you make a cost-driven decision about who you’ll partner with.

Integration with existing health plans

Integrating your employee wellness program with existing health insurance or benefits plans can be smart. It can streamline administration, encourage and boost participation, and ultimately improve ROI. 

Integration can involve additional setup or ongoing management, which might increase costs, but it can also unlock valuable incentives, such as premium discounts and health savings account (HSA) contributions.

Participation incentives 

Incentivizing employees is a powerful way to encourage usage. Common incentives you might offer can include things like: 

  • Gift cards
  • Premium discounts
  • Additional paid time off
  • Employer or matching contributions to HSAs 

While incentives can significantly increase participation rates and EAP utilization, keep in mind, they can also raise your overall cost by hundreds of dollars per employee per year in some cases. In short, benefits-based incentives come with a price tag, but for some companies, it’s worth spending to maximize engagement.

calculate-roi-mental-health-benefits

What’s the ROI on wellness programs?

ROI is a critical piece of the puzzle. You want more from your wellness program than just having happy employees. You need measurable results that show your investment is worthwhile. 

While the ROI of employee wellness programs might not be immediate, it typically grows over time. As engagement increases and healthy behaviors and habits are more embedded in your workplace culture, the payoff will be evident, and you’ll be even more confident that what you’re doing is working. 

Productivity gains

Wellness programs offer a significant boost in productivity across your workforce. Some studies show participants see at least a 10% increase after using their benefits. Increased productivity translates to a tangible positive effect on your bottom line, making your investment well worth the cost.

Reduced absenteeism

Employee wellness programs have been proven to reduce absenteeism, which ultimately saves you money. 

Employee wellness programs address common causes of absenteeism, like physical illness and mental health challenges, keeping people healthy, present, and ready to work. Research shows that an effective health and wellness program can reduce the costs related to worker absenteeism by as much as 25–30%. One meta-analysis found that absenteeism costs fell $2.73 for every dollar spent on a wellness program.  

EXPERT INSIGHTS
“We know that when individuals engage in therapy they reduce the number of days they call out of work, are more present, have higher levels of life satisfaction, and are more engaged at the workplace. We consistently see this with those engaging in therapy at Talkspace and measure this through standardized surveys.”
- Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement

Lower healthcare costs

Wellness programs also offer substantial savings on the total cost of healthcare. Some studies show that companies that invest in quality programs can save $3.27–$6.00 (or 18%–26%) for every dollar spent. These savings are driven by healthy employees who need fewer medical interventions and miss fewer days of work.

EXPERT INSIGHTS
“The mind-body connection is real and is proven through research. The more we improve our mental health the more we see improvements in physical health. Providing access to mental health services before someone is in crisis is paramount to avoiding additional costly medical expenses as well.”
- Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement

Turn wellness costs into real value with Talkspace

Investing in workplace wellness doesn’t mean you have to overspend to get results. By ensuring your employees have early, easy, and consistent access to care, you can prevent more serious health issues from developing. Your wellness program can create a happier workforce and reduce overall long-term costs. When you focus on evidence-based solutions, you’ll see the benefits of employee wellness programs. Talkspace offers flexible, cost-effective mental health support that fits any budget. It’s easily integrated into your existing wellness strategy, or it can act as a standalone solution. 

Talkspace’s digital platform provides your workforce with confidential, convenient, and affordable access to licensed mental health professionals. When you partner with us, it’s easier than ever to provide scalable mental health support tailored to your exact needs. You can maximize ROI, improve productivity, reduce absenteeism, and lower your total cost of wellness programs with Talkspace. Whether you want to enhance your existing benefits package or launch a new initiative, let Talkspace be a strategic partner. If you’re ready to discover how Talkspace can help, request a demo today to learn more.

Sources:

  1. Arena, Ross, Marco Guazzi, Paige D. Briggs, Lawrence P. Cahalin, Jonathan Myers, Leonard A. Kaminsky, Daniel E. Forman, et al. 2013. “Promoting Health and Wellness in the Workplace: A Unique Opportunity to Establish Primary and Extended Secondary Cardiovascular Risk Reduction Programs.” Mayo Clinic Proceedings 88 (6): 605–17. https://doi.org/10.1016/j.mayocp.2013.03.002. Accessed June 12, 2025.
  2. Baicker, Katherine, David Cutler, and Zirui Song. 2010. “Workplace Wellness Programs Can Generate Savings.” Health Affairs 29 (2): 304–11. https://doi.org/10.1377/hlthaff.2009.0626. Accessed June 12, 2025.
  3. Gubler, Timothy, Ian Larkin, and Lamar Pierce. 2016. “Doing Well by Making Well: The Impact of Corporate Wellness Programs on Employee Productivity.” SSRN Electronic Journal, January. https://doi.org/10.2139/ssrn.2811785. Accessed June 12, 2025.
  4. UnitedHealth Group. 2021. “Study: Nearly 60 Percent of Employees With Access to a Company Wellness Program Say the Initiative Has Made a Positive Impact on Their Health.” May 13, 2021. https://www.unitedhealthgroup.com/newsroom/2017/0608companywellnesssurvey.html. Accessed June 12, 2025. 

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