Traditional Wellness Programs vs. Health-to-Wealth: A Comparison
Corporate wellness programs have been around for decades. Yet many employers find traditional approaches fall short. Health-to-Wealth offers a different path. WellthCare, the first Health-to-Wealth Benefit System, makes healthcare pay employees back through reward dollars at the WellthCare Store, automatic retirement contributions, and $0-co-pay care used before their primary plan.
Participation Rates
Traditional wellness programs? Usually 20-30% participation. Health-to-Wealth? Over 70%. The reason is simple: financial incentives that are substantial and immediate.
Measurable Outcomes
ROI is often a blurry picture for traditional programs. Health-to-Wealth serves it up in black and white, with transparent, measurable cost savings.
Employee Satisfaction
Employees prefer cash. They rate cash reward programs higher than gym memberships or health challenges—which few use anyway.
Administrative Burden
Admin overhead? Traditional programs are heavy. Health-to-Wealth keeps it light, designed to be simple to implement and manage.
Compliance
Compliance headaches plague many wellness program structures. Health-to-Wealth is built ERISA-compliant from day one. No headaches.