Wellness and Mental Health

What are the Steps to Making a Wellness Program?

Companies thrive when their teams are happy, healthy, and engaged—but what are the steps to making a wellness program that supports these outcomes?
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In the face of rising burnout and economic turbulence, Shortlister’s Workplace Wellness Trends Report 2025 shows that employers remained committed to their investment in wellness programs, reinforcing their importance to overall workforce success. 

Companies thrive when their teams are happy, healthy, and engaged—but what are the steps to making a wellness program that supports these outcomes?

Whether creating a wellness initiative from scratch or refining an existing program, a strategic, well-defined approach is essential. 

This Shortlister article will walk you through the steps from start to finish.

What are Employee Wellness Programs?

Employee wellness programs are structured employer-sponsored initiatives that support and improve workers’ well-being. 

Initially centered on physical health, the wellness concept and its associated benefits have evolved significantly. Now, it includes anything from mental and emotional to social and financial well-being, leading companies to adopt a holistic approach to corporate wellness as a valuable investment in long-term success.

Benefits in the Workplace

The widespread appeal derives from the advantages – of which there are many.

For one, wellness is key to workplace productivity, according to Gallup.

Poor employee well-being negatively impacts the company’s bottom line, and employee burnout alone costs $322 billion globally in turnover and lost productivity.

Contrarily, when employees’ well-being thrives, companies benefit through improved performance, fewer sick days, and lower burnout and turnover rates. These advantages go even further when wellness is built into an organization’s core, creating a culture where employees feel genuinely supported and valued.

Employee wellness statistics also indicate that a well-designed program can generate a return on investment of $1.50 to $3 per dollar spent over two-to-nine years. It also reduces sick days for 56% of employees and lowers healthcare costs for 62%.

Overall, the research supports the significance of building a thoughtful and sustainable initiative, so next, we dive into how to make one.

What are the Steps to Making a Wellness Program?

What are the steps to making a wellness program—not just any kind, but one that is effective, long-lasting, and clearly benefits both employees and the company?

We explore nine main steps, from preparation to program evaluation.

Step 1: Secure Management Support and Leadership

The preparation phase is where the heavy lifting of creating a worksite wellness program happens. Before working out the details, the first step is to secure support.

Well-being isn’t solely the responsibility of the HR department. 

It’s a company-wide commitment led by leaders who understand the direct connection between wellness and performance. 

Having management and leadership on board ensures the initiative’s longevity and sets a good example for others to engage and take the program seriously. 

In fact, a longstanding study by the American Psychological Association demonstrates the connection between workplace well-being and senior leadership support. For example, 73% of employees with supportive senior leaders report better health promotion outcomes, compared to just 11% without leadership support.

They were also more likely to feel motivated (91% vs. 38%), satisfied with their job (91% vs. 30%), and have better relationships with supervisors (91% vs. 54%) and coworkers (93% vs. 72%).

Step 2: Form a Wellness Committee

Once support is secured, we turn to program preparation.

A wellness committee is an integral part of the program infrastructure.

It’s a group of employees, usually from different departments or leadership levels, tasked with overseeing and promoting the initiative. Their number depends on the company size and program scope.

The committee generates ideas, plans, implements and evaluates different program activities, and helps engage employees. Its members may collaborate with HR, management, benefits coordinators, and external wellness experts to ensure the program’s effectiveness and inclusion.

Step 3: Conduct Comprehensive Assessments

Analyzing everything from claim costs and legal compliance to employee demographics and health trends helps predict the best actions to support the workers and the company.

The wellness committee may help with some assessments, using this data to prioritize their interventions and activities for the biggest impact.

In other words, the more thoroughly a program is planned and tailored to these insights, the better its long-term outcomes will be.

Employee Health Risk Assessments

A health risk appraisal collects information to identify workers’ health status, risks, and habits. These assessments can determine potential chronic conditions, poor nutrition, lack of exercise, or mental health concerns. The insights then allow companies to customize wellness initiatives, targeting high-risk areas.

Organizational Culture Assessment

The success of a wellness program heavily relies on the culture within the organization. Therefore, this assessment evaluates the existing attitudes toward health and well-being and identifies any cultural barriers to participation, such as stigmas around mental health, resistance to change, or lack of management support.

Creating a wellness-oriented corporate culture is key to overcoming any barriers that may be present. It helps shift attitudes so that employees feel genuinely supported and encouraged to participate in wellness programs in the workplace without fear of judgment or resistance.

Employee Interest Surveys

Surveying employee interests ensures that the activities align with their preferences and encourages higher participation. It can also help identify gaps in existing offerings, guiding the design of a program that meets employee expectations and interests.

Analysis of Current Health Costs and Claims

Reviewing the organization’s health insurance claims and other health-related costs can reveal patterns and highlight areas where wellness initiatives could help cut costs. For instance, if a significant number of employees seek treatment for stress-related issues or musculoskeletal disorders, it could signal the need for stress management workshops or ergonomic improvements in the workplace. 

Environmental Workplace Audit

Environmental wellness refers to maintaining good health by being in environments that are pleasant, stimulating, and conducive to well-being. Therefore, an environmental audit considers how the physical workspace contributes to employee wellness and identifies potential threats. 

This assessment looks at ergonomics, lighting, air quality, noise levels, access to healthy food options, and more. The data should then identify areas for improvement, creating a work environment that strengthens mental clarity and supports better overall employee well-being.

Legal Compliance Review

Finally, ensuring that the employee wellness program complies with relevant laws and regulations—such as the ADA, HIPAA, and GINA—is crucial to avoid legal pitfalls and protect worker privacy. These regulations safeguard against discrimination and ensure that employees’ health information remains confidential. 

Step 4: Develop Program Framework

Usually, the assessments help identify key areas of need, allowing the framework to be tailored specifically to the employees. Therefore, the next step outlines the program’s structure, goals, and values.

  • The program’s goals should be specific, measurable, and aligned with the participants’ needs
  • The values should reflect what the program stands for, ensuring it is inclusive, supportive, and sustainable

As for the structure, creating a detailed timeline, assigning responsibilities to committee members, and establishing a wellness program budget will help keep things on track. 

The last one, a clear budget, helps allocate resources for initiatives, technology, and external partnerships while balancing the costs with expected returns regarding employee engagement and productivity.

corporate wellness program

Step 5: Design Program Components

With the framework set, the next step is to craft the program components—activities, events, and resources—that will directly support the objectives and bring the program’s vision to life.

This stage is where the creative and strategic work meet. 

It consists of two main parts: determining the core wellness activities and developing the support frameworks to sustain them.

Core Wellness Activities

These could include anything from fitness challenges and health screening to mental health resources and financial coaching. The goal is to strike a balance between the company’s objectives and employees’ key needs, as identified through assessments.

For instance, if mental health is a major concern, companies should provide counseling services, organize stress-relief workshops, or offer meditation sessions. If financial well-being takes priority, a program could include financial coaching, budgeting workshops, and retirement planning support.

This phase also specifies the activities’ duration, participation frequency, and the necessary resources to support each initiative.

Support Structures

The support structures – participation and engagement incentives, coordination, communication channels, a user-friendly platform, and more – ensure everything comes together smoothly. 

Additionally, integrating wellness programs into existing employee benefits further ensures program adoption and seamless access, making it easier for employees to prioritize their health without extra barriers.

Step 6: Implement Incentives and Engagement Strategies

Incentives and rewards are key elements of employee wellness programs and often the deciding factor in their effectiveness and long-term success.

According to Gartner’s 2021 EVP Benchmarking Survey, although 87% of employees had access to mental and emotional well-being resources, only 23% used them. This trend extended to physical and financial well-being programs as well.

Incentives and other engagement strategies can significantly increase participation in these programs by creating motivation and reinforcing positive behaviors. 

Examples include:

  • Financial incentives like monetary rewards or discounts, such as reduced healthcare premiums
  • Non-monetary rewards like wellness retreats or gym memberships 
  • Recognition and social incentives, including public acknowledgment
  • Time-based incentives, for example, offering extra paid time off or flexible hours for wellness activities
  • A tiered rewards system where employees earn progressively better rewards based on their engagement and accomplishments

A quality engagement strategy will also include small steps aside from the program’s primary goal, such as regular check-ins, mini-challenges, or educational content, to keep workers motivated and foster consistent participation.

Step 7: Develop Supporting Policies

In step seven, we are nearing the end of the preparation stage for corporate employee wellness programs.  

The wellness committee sets expectations for participation and establishes policies around program eligibility, accessibility, privacy and confidentiality, incentives structure, and legal compliance.

Additionally, these supporting policies should address potential barriers, such as accommodations for employees with different needs or schedules.

All of this ensures the program runs smoothly, setting it in motion.

Step 8: Create a Communication Plan

One final step before (and right after) launching worksite wellness programs is creating the communication plan. This part sets the stage for introducing the initiative to employees, sharing key messages, and managing ongoing updates and engagement.

After initiation, the communication continues as regular updates and reminders that keep the employees engaged. This effort becomes even more effective when it includes managers and leadership – bringing us full circle to step one.

Step 9: Evaluate and Adjust

After specifying the steps to making a wellness program, from securing support to program rollout, the next move is to keep a close eye on everything. 

Corporate employee wellness programs require regular assessments to determine what’s working and what’s not. This distinction separates a superficial perk from a meaningful benefit that delivers long-term value. 

Therefore, after obtaining employee feedback, looking at participation rates, and reviewing any impact on well-being or productivity, companies should have a clear understanding of what needs improvement and make the necessary adjustments.

Legal and Compliance Considerations

As we wrap up our exploration of the steps to making a wellness program, we take one final look at the legal and compliance considerations that can impact its implementation.

The ACA regulates employer-sponsored wellness programs, outlining guidelines for incentivizing participation and providing reasonable alternatives for employees unable to meet specific health standards.

The ADA prevents discrimination against employees with disabilities. In 2008, the ADA amendment lowered the disability threshold, reinforcing the need for wellness programs in the workplace to be as accessible as possible and non-discriminatory to ensure all workers can participate.

If a wellness program is part of a group health plan, it is subject to HIPAA. This act protects the privacy and security of health information, including data from wellness programs, and requires employers to comply with privacy and security standards.

GINA prohibits employers from using genetic information in employment decisions and restricts its use in wellness programs to prevent discrimination based on genetic data.

  • State-Specific Requirements

In addition to federal regulations, employers must be aware of state-specific laws that may apply to employee wellness programs. These laws can vary widely, with some states imposing additional requirements or restrictions on wellness initiatives, such as requiring certain health screenings or mandating specific privacy protections.

Disclosure: Some of the products featured in this blog post may come from our partners who compensate us. This might influence the selection of products we feature and their placement and presentation on the page. However, it does not impact our evaluations; our opinions are our own. The information provided in this post is for general informational purposes only. 

Written by tamara jovanovska

Content Writer at Shortlister

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