Employers & HR Leaders

Human health coaching outperforms wellness apps on engagement, ROI, and behavior change. See what the peer-reviewed research says — and what it means for your program.

Supporting employee wellness shouldn’t feel like adding more to the to-do list.

Wellness program incentive rules are in a legal grey zone in 2026. No federal cap exists, GLP-1 programs carry compliance risk most employers have not caught, and cash rewards are losing ground. Here is what HR managers need to know before their next renewal.

Managers impact employee mental health as much as a spouse or partner, yet one in three receives no training. This guide gives HR leaders at small and mid-size organizations the research, frameworks, and low-cost tools to close that gap.

36% of employees rank sleep their #1 mental health challenge in 2026. HR ranks it fifth. Here is what that gap is costing employers and five evidence-based actions to close it.

Indication-based GLP-1 exclusions have become one of the most rapidly evolving compliance questions in employer health plan law. Here’s what HR and benefits teams need to review before open enrollment — covering ADA, HIPAA, state law, and the wellness program trap.

As spring winds down and the temperatures start to rise, many of us begin to shift out of winter routines.

OPM has elevated well care and a third of employers are mid-RFP. Here’s how benefits consultants can reframe behavior change as a cost containment lever right now.

Most workplace mental health programs are built for crisis. Mental fitness is what happens before crisis — the habits, skills, and emotional capacity employees build proactively. Here’s what the shift means for HR leaders in 2026.

Health insurance costs for small businesses are rising faster than at any point in the last 15 years. Peer-reviewed research shows wellness programs return $3 to $6 for every dollar invested, but what actually generates those returns, and what does not, is worth understanding before you pick a program.