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Physical Health

Findings on employers’ approach to physical health in their well-being programs from the 2025 Employer Well-being Strategy Survey.

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May 20, 2025

2025 Employer Well-being Strategy Survey
This inaugural survey focused on the current and future state of employer well-being programs
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Key Takeaways

  • Physical health is highly prioritized and continues to be one of the most important components of well-being.
  • Weight management programs are offered by a vast majority of employers around the world and are augmented by access to nutritious food and physical activity challenges.
  • About two-thirds of organizations report that GLP-1s have had an impact on their well-being programs.


Nearly All Employers Address Physical Health in their Well-being Approach

Organizations recognize physical health as a vital and foundational dimension of well-being. Ninety-nine percent of organizations include physical health as a dimension of their overall well-being strategy, and that commitment is on track to continue in 2026 (Figure 2.1). Employers rank physical health among their top three most important dimensions of well-being, with 40% of employers indicating that it is the most important dimension.

Figure 1.0 and 2.1 
Figure 2.1: Physical Health by the Numbers, 2025

Employers see somewhat positive engagement in physical health programs, with 35% saying that their employees are highly engaged. This represents an opportunity for employers and their partners to better engage employees in physical well-being through communications and more relevant programming.

Drilling down more specifically to the programs offered, tobacco cessation, diabetes prevention and weight management programs are most commonly offered by employers. Interestingly, the top initiative is the deployment of physical activity challenges that are offered in all or most countries, signaling the universality of physical activity as a way for employees to coalesce around well-being. (Figure 2.2)

“

Well-being will continue to be recognized as a strategy towards healthier and more productive employees, which will help support business outcomes.”


- Melissa Holthaus, H&R Block
Figure 2.2 
Figure 2.2: Employers’ Physical Health Initiatives, 2025

Offered by 92% of employers, weight management programs garner a lot of attention. Given the prevalence of obesity worldwide, this consideration is not surprising. However, for employers with U.S. populations, high pharmacy costs associated with GLP-1s for weight loss have caused some employers to revisit their approach to weight management programs. As a result of GLP-1s, 32% of employers have already made changes to their existing well-being programs – and about a quarter have increased vendor accountability, as well as increased their communications about well-being programs. Only 2% have reduced or eliminated programs to account for higher GLP-1 spending (Figure 2.3).

Figure 2.3: Impacts of GLP-1 Medications on Well-being Programs, 2025

Correspondingly, there is renewed interest in nutrition as a preventive health measure and impactful tool in reaching health goals. Building on this increased interest, many employers provide access to nutritious foods and encourage healthy eating habits: 77% leverage access to nutrition-focused resources in all or some countries of operation (Figure 2.4). Over half also incorporate environmental or behavioral “nudges” at on-site eateries, as well as make fresh produce available at the worksite or by delivery.

Figure 4 and 2.4 
Figure 2.4: Employers’ Tactics to Promote Access to Nutritious Food, 2025

More Topics

Resource icon_right_chevron_dark Pharmacy icon_right_chevron_dark Affordability & Cost Management icon_right_chevron_dark Chronic & Complex Conditions icon_right_chevron_dark
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