Wellness Funds that Work: Unlocking the Impact with Helpr

Helpr

Wellness funds are designed to support employee well-being, but let’s be honest—most companies fail to maximize their impact. Navigating administrative hurdles and designing inclusive programs often leave wellness budgets untouched. People teams already have so much on their plates—creating wellness programs with measurable results that meaningfully engage employees can feel like an uphill battle.

Why Incentive-Based Physical Wellness Programs Are Difficult to Measure for True Employer Impact

Chronic Health Conditions Overlooked

According to the Centers for Disease Control and Prevention (CDC), chronic diseases (including heart disease, diabetes, and obesity) account for approximately 75% of all U.S. healthcare costs. Incentive-based wellness programs often focus on surface-level individual behavior (like quick weight loss and exercise) but fail to tackle underlying health conditions or the complexities of chronic disease management—the real drivers of long-term healthcare costs.

Low Long-Term Participation Rates

Participation rates in wellness programs tend to decline over time. A 2018 Harvard Business Review study found that 60–80% of employees who initially engage—especially in incentive-based programs—drop out within months. This means that the potential health improvements—whether they be weight loss, better cardiovascular health, or reduced stress—fail to stick, and thus any cost savings linked to those improvements are minimal.

While incentives (such as cash, gift cards, or discounts) may encourage initial sign-ups, they rarely sustain engagement. A 2020 Gallup poll revealed that only 12% of employees feel “highly engaged” with wellness programs, reinforcing that one-time rewards fail to inspire lasting behavioral change—the key to real health benefits.

Minimal Insurance Savings

Research on the financial impact of incentive-based wellness programs yields mixed results. A 2019 Health Affairs study found that while wellness programs may lead to modest short-term healthcare cost reductions, they rarely drive lasting savings. The same study found that companies tend to overestimate long-term reductions in insurance premiums, with some programs generating only $30-$50 in savings per employee annually—far less than the cost of implementation.

While employers in the U.S. have been tasked with managing healthcare costs, caregiving directly affects employee wellness and job performance. Yet, this critical need is often overlooked as employers prioritize broader healthcare responsibilities, leaving caregiving support underfunded and unaddressed.

Caregiving-related work absences disrupt organizational productivity, decrease presenteeism, and drive turnover. These factors directly contribute to revenue losses and workforce stress. Nonetheless, these work-related disruptions have clear, immediate solutions—accessible through comprehensive care benefits.

The True Cost of Caregiving-Related Absenteeism

Caregiving-related absences do more than leave an empty desk—they disrupt entire teams and operations.. According to Absenteeism: The Bottom-Line Killer, unscheduled absenteeism costs businesses approximately $3,600 per year for each hourly worker and $2,650 annually for salaried employees. On a larger scale, the CDC reports that absenteeism drains U.S. employers $225.8 billion annually in lost productivity.

But the impact extends beyond finances. Chronic absenteeism erodes team morale, increases workload strain, and diminishes overall efficiency. Addressing the root causes—such as caregiving stress—can lead to meaningful improvements in workplace engagement, retention, and performance.

A 2023 National Alliance for Caregiving (NAC) report, in partnership with the American Association of Retired Persons (AARP), highlighted the mental and emotional strain caregiving places on employees:

1 in 5 caregivers (21%) reported experiencing symptoms of depression—significantly higher than the general population.

In 2024, AARP expanded its research in collaboration with Standard & Poor's (S&P), revealing caregiving as a major driver of workplace stress and turnover:

84% of family caregivers of adults said caregiving had a moderate or high impact on their stress levels.
75% of employees planning to leave their jobs cited care commitments as the primary reason.

Removing Care Barriers

Caregiving is a daily reality for many employees. Whether they’re caring for children, aging parents, or both, these responsibilities can lead to stress, distraction, and absenteeism. Caregiving-related absences are a top cause of lost productivity in the workplace.

These challenges don’t just impact employees—they affect the entire organization. When employees struggle to balance work and caregiving, engagement drops, and retention becomes a challenge.

When workers struggle to juggle caregiving and job responsibilities, engagement drops, turnover rises, and overall team performance suffers. Helpr directly tackles these challenges. With a scalable backup care solution, employees gain reliable, care for both children and adults for as little as $0/hr.

We make care accessible by subsidizing care upfront, charging by the hour, offering a suite of care services to choose from, and being available globally. By removing care barriers, Helpr empowers employees to show up, stay focused, and feel fully supported.

The ROI of Investing in Backup Care Solutions

Too often, wellness funds often go toward perks that, while appreciated, fail to deliver measurable results. Helpr offers a proven, results-driven approach by addressing a key factor in amending productivity and retention: backup care.

Here’s what organizations achieve with Helpr:

3X ROI in saved workdays due to reduced absenteeism.
7.35X ROI through improved employee retention.
A more engaged, focused workforce, where employees feel truly supported in balancing work and caregiving.

How Leading Companies are Maximizing Wellness Budgets with Helpr

Top companies across industries are transforming employee well-being by leveraging Helpr’s backup care solutions. Here’s how different industries are redefining wellness and retention with Helpr:

Retail Giants: Major retailers ease caregiving stress for global teams, boost retention during peak seasons, and cut overtime costs.
Technology Leaders: Fast-paced environments minimize disruptions from caregiving emergencies, enabling employees to stay focused and reducing turnover after parental and medical leave.
Construction & Manufacturing: In industries with 24/7 shifts and complex caregiving, Helpr ensures employees have reliable support, fostering a safer, healthier workplace.

Unlock the Full Potential of Your Wellness Funds

Helpr isn’t just another benefit; it’s a strategic investment in your workforce. By addressing caregiving-related stress, you’re not only improving employees’ lives but also driving measurable outcomes for your organization.

Don’t let wellness funds go to waste on benefits that don’t move the needle. Invest in what truly matters—your people. Let’s talk about how Helpr can help your organization unlock the full potential of your wellness funds. Schedule a demo today to learn more.