As employee wellness increasingly takes center stage, organizations are increasingly adopting wellness stipend programs to offer flexible and inclusive support for their teams. These initiatives can cover a variety of health-related expenses, including gym memberships and mental health services, thereby addressing the holistic needs of employees.
For those looking to implement a wellness stipend program, careful planning is essential. This includes considering budgeting, communication strategies, equity, and personalization. Here, eight members of the Forbes Human Resources Council share their insights on how to create wellness stipend programs that are accessible, meaningful, and aligned with employee needs.
1. **Survey Employees to Understand Their Needs**
HR leaders should initiate by conducting surveys to gauge employee wellness preferences. This allows for the creation of flexible stipends that include diverse expenses, from gym memberships to mental health apps. Programs should be simple and easily accessible, ensuring employees feel genuinely supported. – William Stonehouse, Crawford Thomas Recruiting
2. **Define Eligible Expenses**
Companies looking to establish robust wellness stipend programs must assess employee needs and define eligible expenses—such as gym memberships, therapy, wellness apps, and employee assistance program services. A meaningful budget should be established, ensuring the program remains flexible, easy to access, and clearly communicated. Regular feedback and tracking will help maintain relevance and support overall employee well-being. – Eiman Alhammadi, ADNOC
3. **Set Clear Categories with Broad Guidelines**
Start by surveying employees to identify the wellness expenses that matter most to them. Leaders should define clear categories like fitness, mental health, and hobbies while maintaining broad guidelines to allow personal choice. Easy reimbursement options or prepaid cards should be offered, and consistent communication and feedback are necessary for refining the program to effectively support well-being. – JacLyn Pagnotta, Rose Associates Inc.
4. **Anchor Benefits to Real-Life Use Cases Across Life Stages**
Wellness stipends should be designed based on real experiences rather than HR’s preconceived notions. These stipends must function as equitable systems rather than privileges, focusing on real-life cases across different income levels, caregiving responsibilities, and health disparities. Integrating stipends with total rewards packages will tailor support according to various life stages and emerging needs. – Katrina Jones
5. **Partner with Diverse Vendors**
HR should start by identifying key wellness needs—such as mental health support, fitness, nutrition, and childcare—through employee surveys. From there, they can create flexible stipend options with tiered reimbursements, automatic payroll integration, and annual usage tracking. Collaborating with diverse vendors ensures equity and inclusivity across all income levels. – CJ Eason, JobFairGiant.com
6. **Establish a Per-Employee Budget for Personal Wellness**
Begin by determining a per-employee budget that can be allocated by the CFO and finance team. Conduct surveys to pinpoint the top 15 to 20 wellness needs, and then allow employees to utilize their allocated budget on what suits them best. This method demonstrates care for employee well-being, aligns with their needs, and ensures fiscal responsibility. – Subha Barry, Seramount
7. **Prioritize Communication and Education**
Understanding the workforce through surveys and demographic analysis is essential for uncovering diverse needs. Utilizing insights, budgets, and data will help create personalized well-being choices. Effective communication is critical to ensure employees understand the program’s purpose. Continual evolution based on usage tracking and feedback will enhance the program’s relevance and value. – Sherry Martin
8. **Track Usage and Continuously Improve the Program**
Monitoring usage and soliciting ongoing feedback are vital for the program’s success and improvement. This iterative process will help ensure it remains meaningful and aligned with employee wellness needs.
