10 Helpful Corporate Wellness Trends To Watch For In 2025

10 Key Corporate Wellness Trends for 2025 

According to McKinsey & Co.’s 2024 Future of Wellness survey, 82% of US consumers now consider wellness a top or important priority in their everyday lives. As their health needs evolve, staying ahead of emerging wellness trends is crucial if you want your organization’s corporate wellness program to remain relevant and hit the mark. Several key trends will shape corporate wellness programs in 2025.This article weaves together insights from various respected sources to highlight these trends, along with underlying reasons and actions employers can take to capitalize on them. 

     1. Mental Health Support

The COVID-19 pandemic heightened awareness of mental health, leading employers to prioritize mental well-being initiatives. Mental health remains a top area for corporate wellness program investment, and for good reason: a 2024 survey conducted by SHRM (Society of Human Resources Management) found that almost half (44%) of US employees were struggling with burnout and over a quarter (26%) felt overwhelmed.

Ideas: 

• If you don’t have an Employee Assistance Program (EAP) that offers counseling and support, implement one. If you already have one, make sure it’s a prominent and accessible part of your employee wellness program. 
• Provide training for managers to recognize and address mental health issues, along with appropriate wellness program resources to point employees to. 
• Facilitate regular mental health check-ins through surveys and feedback loops. 

       2. Focus on Preventive Care

As healthcare costs continue to climb, employers continue to focus on preventive care within their wellness programs. This is not surprising seeing as preventive measures such as health screenings and lifestyle management programs can potentially reduce medical claims and improve long-term health outcomes. A review of 56 qualifying financial impact studies conducted over 2 decades found that participants in worksite health and wellness programs had 25% to 30% reductions in medical and absenteeism costs compared with nonparticipants over an average study period of 3.6 years (Amer. Jnl. Health Promotion, 2012). 

Ideas: 

• Provide onsite health screenings and appropriate immunizations.
• Offer workshops, challenges, and online courses about lifestyle management.
• Offer incentives for participating in preventive health initiatives. 

     3. GLP-1 Weight Loss Medications 

As GLP-1 style medications like Ozempic®, Wegovy®, and Zepbound® revolutionize weight management, consumer demand for these red-hot drugs continues to soar. According to an analysis by investment bank J.P. Morgan, as many as 30 million Americans could be on GLP-1 medications by 2030. This fast-growing demand poses many challenges for employers—not only because GLP-1 medications are extremely pricey and have potential side effects, but also because changes in deeply ingrained dietary and exercise habits are usually required for safe use. 

Ideas: 

• Offer your employees educational resources explaining the positives and negatives of GLP-1 medications 
• Make suitable lifestyle management resources available for employees using GLP-1’s. 
• If you plan to offer your employees GLP-1 coverage, build in pre-qualification and participation protocols that ensure appropriate commitment levels and compliance. 

     4. Financial Wellness Initiatives

In recent years, there has been a growing demand for financial wellness programs for employees. Financial wellness programs should not be confused with the wealth management programs offered by investment firms. Drivers include things like inflation, work disruptions and general economic uncertainty, because financial stress can significantly impact mental and physical health. For example, 77% of employers responding to a 2024 Employee Benefit Research Institute (EBRI) survey reported either offering or planning to offer employees an emergency savings account within the next year or two. 

Ideas: 

• Provide a course that covers financial wellness basics (including practical savings tips). 
• Offer options like emergency savings programs and flexible spending accounts; ensure all employees understand how these work and how to benefit from them. 
• Partner with a vendor to provide financial counseling and retirement planning for those interested. 

      5. Digital Wellness Solutions 

Driven by the rise of remote work during the pandemic, digital tools for fitness tracking, mindfulness, and virtual health coaching—as well as convenient self-guided wellness courses and exercise classes—continue to gain traction as effective wellness solutions. PHTI’s 2024 State of Digital Health Purchasing survey found that 52% of employers plan to increase their spending on digital health solutions over the next 12 months, with 99% looking for solutions that improve health outcomes.  

Ideas: 

• Invest in a wellness portal that includes a variety of digital resources for employees. 
• Conduct virtual wellness challenges to engage employees and encourage participation. 
• Survey your employees to learn what types of digital wellness tools interest them. 

     6. Wearable Technology Integration

Interest in wearables has surged as devices grow more sophisticated, making them more popular than ever before for tracking health metrics and encouraging a healthy lifestyle. A report from Fortune Business Insights projects that the market for medical wearables—including fitness bands, smartwatches, and electronic scales—will grow by over 350% in the next 8 years.  years.  

 Ideas: 

• Offer wellness activities that allow employees to track progress manually or with wearables if desired. 
• Use a wellness program portal that allows employees to sync their wearables for easy tracking of health metrics and activities. 
• If you offer incentives as part of your corporate wellness program, consider adding health devices as a rewards option.

     7. Flexible Work Arrangements

Although not always feasible, depending on your business, flexibility in work hours and locations is increasingly linked to increased job satisfaction and a healthier work-life balance. According to FlexJobs’ Workforce Wellness Report, 70% of employees feel that employers should consider changing the traditional fixed 40-hour workweek. Additionally, 56% said a remote-only environment was best for their mental health while 43% said a hybrid workplace was better. 

Ideas: 

• If feasible, develop a hybrid work policy that accommodates employees’ preferences.
•  Consider offering compressed work weeks or flexible scheduling. 
• Encourage team bonding through virtual and onsite social events.

     8. Diversity, Equity, and Inclusion (DEI)

According to McKinsey’s Diversity Wins report, the most diverse companies are more likely to significantly outperform their less diverse peers on profitability. Although the current political climate appears to be steering US businesses away from DEI initiatives, it is nonetheless prudent for a corporate wellness program to be inclusive and serve the diverse needs of those within the workforce.  

 Ideas: 

• Conduct health assessments to understand employees’ varied wellness needs. 
• Ensure your communications and resources are inclusive and culturally appropriate. 
• Create groups focused on wellness and support within different workforce segments. 

     9. Community Engagement and Social Responsibility

Employees are increasingly looking for employers who contribute positively to the community, enhancing workplace satisfaction and loyalty. According to Harvard Business School, 93% of employees believe companies must lead with purpose and a further 88% believe it’s no longer acceptable for companies to make money at the expense of society at large. 

Ideas: 

• Create volunteer opportunities that align with employee interests and community needs. 
• Organize company events to support local charities. 
• Promote corporate sponsorships of community health initiatives. 

    10. Sustainability in Wellness Programs

Sustainable practices are increasingly important to employees who prefer employers committed to environmental responsibility. Deloitte’s 2023 Gen Z and Millennial Survey reported that well over half (60%) of Gen Zs and millennials said they have felt anxious about the environment in the past month. 

 Ideas: 

• Implement eco-friendly practices within wellness programs, such as virtual events to reduce carbon footprints. 
• Promote outdoor activities that align with environmental sustainability. 
• Encourage the use of green commuting options and provide resources for carpooling or biking where feasible.