A new comprehensive study from Wellhub, reveals a significant shift in executive priorities concerning workplace wellness: chief executives are most focused on employee engagement and utilisation of programmes, rather than merely their cost.
This in-depth study, drawing insights from over 1,500 international CEOs and business leaders, underscores that while budget remains a factor, the primary hurdle for senior leaders is ensuring employees actively embrace and benefit from the wellness provisions offered. The report suggests a growing understanding that wellness is not simply a perk, but a strategic investment that yields tangible returns.
Wellbeing isn’t just a benefit, it’s a strategic driver for heightened productivity, stronger talent retention, and a leaner bottom line through reduced healthcare costs.
“Our research clearly shows that CEOs aren’t hesitant about the financial commitment to wellness; they’re driven by the desire to see real, tangible impact through employee participation,” said Cesar Carvalho, CEO and Co-Founder of Wellhub. “Wellbeing isn’t just a benefit, it’s a strategic driver for heightened productivity, stronger talent retention, and a leaner bottom line through reduced healthcare costs.”
Wellness as a Strategic Investment, Not a Discretionary Expense
The report confirms that the vast majority of CEOs, 78% globally, already view wellness as a strategic investment. They recognise its power to boost engagement, retention, and long-term business success. This perspective is further validated by the data: 82% of CEOs globally report positive returns from their wellness programmes. These benefits are directly linked to:
- Increased productivity (56%)
- Reduced absenteeism (67%)
- Stronger employee retention (73%)
- Reduced healthcare costs (68%)
This data unequivocally positions wellness as a critical business asset, moving it firmly out of the realm of discretionary expenses and into the core of strategic human capital management.
Bridging the Executive-Employee Wellbeing Divide
A notable insight from the study is the significant “perception gap” in wellbeing. While a high 93% of CEOs report excellent or good overall wellbeing, only 63% of employees say the same. This disparity highlights a crucial opportunity for leaders to bridge the gap in experience and access to wellbeing resources.
CEOs who personally engage with wellness programmes are twice as likely to increase funding, demonstrating that their direct experience with the benefits motivates further investment. This reinforces the idea that leadership participation is not just about endorsement, but about driving tangible financial commitment.
Flexible Work: An Integral Part of Wellness
The report also acknowledges the enduring reality of flexible work. Fifty-eight percent of CEOs believe greater schedule flexibility would improve their own wellbeing, and 45% see promoting flexible work models as key to successful wellness initiatives. This indicates a clear shift in how leaders perceive work-life balance and its role in overall wellbeing. For HR teams, this means wellness programmes must evolve to offer virtual, on-demand, and multi-location options to effectively serve today’s increasingly dispersed workforce.
An Actionable Roadmap for HR Leaders to Drive Investment
The report provides clear, actionable strategies for HR leaders seeking to secure and increase investment in wellness programmes:
- Frequent Impact Reporting: CEOs who received regular (at least monthly) updates on wellness programme performance were significantly more likely (58%) to increase funding. This underscores the need for robust data collection and clear communication of ROI.
- Framing Wellness as a Business Asset: Successfully connecting wellness initiatives to core business objectives, such as productivity improvements, cost reductions, and enhanced retention, is paramount for securing executive buy-in.
- Piloting Programmes: Starting with smaller, data-driven pilot programmes can provide the measurable results needed to build a compelling case for larger investments.
- Leadership Engagement: Actively encouraging participation from executives creates powerful internal champions, boosts programme adoption, and demonstrates commitment from the top.
- Addressing Concerns with Data: Proactively tackling CEO concerns about engagement, return on investment, and budget with solid data and evidence can transform scepticism into unwavering support.
As Carvalho further explains, “CEOs who personally experience the benefits become the most powerful advocates for company-wide wellbeing. This creates a virtuous cycle where leadership wellness drives investment, which improves employee wellness, which ultimately strengthens business performance.”
The most successful CEOs understand that genuine wellness advocacy must originate from the C-suite, not just through budget allocation, but through authentic personal engagement. When leaders visibly prioritise their own wellbeing, it transforms corporate policy into cultural permission, paving the way for a healthier, more engaged workforce.