Trends in Workplace Wellness: From Point Solutions to a Connected Ecosystem

Viewpoints from Erin Milliken, MPH, CHES and Morgan Lee, PhD, MPH, CPH

Employers have propelled progress on critical health issues – from mental health to chronic disease management. In 2026, workplace wellness has moved from a perk to a priority. Our latest employer survey shows where organizations stand, what’s working (and what isn’t), and how leaders can move from activity to measurable impact. Here’s what we found, and what it means for your benefits strategy.

Wellness Should Move from Siloed Programs to Integrated Strategy

Seven in ten employers now either offer a workplace wellness program or are actively building one, and most agree that wellness should be woven into the broader benefits ecosystem. Employers with established programs are even more likely to view wellbeing as interconnected with plan design, people strategy, and culture. Yet, despite this intent, what we continue to see in practice are siloed wellness initiatives that operate independently of the overall population health strategy. So, while employers want integration, many are still struggling to achieve it.

EPIC Insight: Point solutions have the greatest opportunity to deliver return on investment (ROI) when they’re part of a coordinated wellbeing framework supported by organizational leadership that drives clear objectives and willingness to invest in engagement initiatives and communications that help employees understand how offerings fit together.

The Engagement Imperative: Still the #1 Challenge

Low engagement tops the list of employer pain points. Many organizations rely heavily on traditional communication channels while underusing tactics like wellness champions for ‘boots on the ground’ promotion and text message campaigns. Financial incentives remain common, though employers report mixed confidence in their effectiveness.

EPIC Insight: Incentives should reinforce meaningful behaviors like preventive care completion or following through on a condition care plan – not just a health risk assessment completion, as an example.

Be Data-Driven, Human-Centered Strategy Is Gaining Ground

Most employers use multiple data sources to guide wellbeing program decisions, with HR and benefits teams playing a central role in shaping strategy. Generational needs are becoming increasingly important, and many employers say they tailor their programs at least moderately to address these differences.

EPIC Insight: Use diverse communication formats to reach each generation, and design programs that blend universal needs (mental health, preventive care) with targeted supports such as caregiver resources or social wellness.

Budgets, Time, and the ROI Case

For employers without a wellness program, the primary obstacles are cost, time, and limited information. Among those with programs, satisfaction is mixed: organizations feel confident in program design but want stronger outcomes and clearer measurement. Many track engagement rate and employee satisfaction, while few track health outcomes or impact on productivity and retention.

Investment Outlook: Where Leaders Are Doubling Down

Two in five employers expect to increase wellness investment within the next two years, with the greatest focus on mental health, preventive health, and financial wellbeing. Social wellness remains an underemphasized, but high-impact opportunity as employers seek to create community and company loyalty.

Awareness gaps persist: half of employers are unfamiliar with the historical exclusion of women from medical research, indicating a continued need for education and advocacy to drive equitable health strategies.

How to Turn Today’s Insights into Tomorrow’s Results

1. Map your ecosystem. Inventory programs, overlaps, and gaps; set clear goals and KPIs.
2. Design for engagement and outcomes. Personalize, simplify access, and activate managers and ambassadors.
3. Measure what matters. Track access, clinical proxies, productivity, and trend – not just participation.
4. Tailor by generation and life stage. Blend universal offerings with targeted support.

Ready to Take Action?

You’ve taken the first step by exploring the data. Now, let’s turn insights into impact.

Download the full report: 2026 Trends in Workplace Wellness: Employers’ Current Programs and Future Plans

Get your complimentary copy of the full report from the download form on this page. Want to go deeper? Our Wellbeing & Health Management team can help you audit your ecosystem, sharpen key performance indicators (KPIs), and build a sustainable integration plan.

EPIC offers this material for general information only. EPIC does not intend this material to be, nor may any person receiving this information construe or rely on this material as, tax or legal advice. The matters addressed in this document and any related discussions or correspondence should be reviewed and discussed with legal counsel prior to acting or relying on these materials.

Get in Touch with the Author

Morgan Lee, PhD, MPH, CPH, Senior Director, Research & Strategy | EPIC Pharmacy Solutions, powered by PSG | Contact Morgan via phone or email.