Doing Good = Doing Well: Investing in Employee Health and Wellness

By Terri L. Rhodes, CLMS, CCMP, CPDM, MBA, CEO, DMEC

Investments in employee healthcare and wellness can have major budget implications (both positive and negative) and influence the work of integrated absence management professionals in myriad ways — from return-to-work time frames to short- and long-term disability costs, the duration of family and medical leaves, and more.¹

Research shows an impressive return-on-investment² (up to 6:1), and we’ve got a firsthand example of that in our “Reimaging Employee Health Pays Off” podcast episode.³ University of Pittsburgh Medical Center (UPMC) experts talk about how using integrated data helped identify and address the needs of employees on leave. Their work led to a four-fold increase in engagement, cost savings of about $2,000 per short-term disability (STD) claim, and five fewer days of STD duration.

Employers of all sizes can adopt aspects of this model to increase employee engagement in three- to six-months, which is where the rubber meets the road.

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