2020 Employer-Sponsored Health and Well-being Survey: Chart Pack

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May 22, 2020

The survey focused on areas such as, defining well-being, types of well-being programs being offered, staffing, budget and incentives for well-being, well-being communications strategy, future of health improvement investment, and global well-being strategy for multinationals.

One-hundred fifty-two employers responded to this year's survey, representing a large range of industries. The survey focused on areas such as:

  • Defining well-being
  • Types of well-being programs being offered
  • Staffing, budget and incentives for well-being
  • Well-being communications strategy
  • Future of health improvement investment
  • Global well-being strategy for multinationals
Fig. 1 - Respondents by Industry

View the key takeaways and download the full chart pack at the bottom of the page.

Key Takeaways

Defining Well-being

While still prevalent, use of financial incentives declined for the second straight year.

Fidelity 1
Roles of Well-being in the Overall Business Strategy

  • 85% of employers consider employee well-being to have a meaningful role in their business strategy, up from 78% in 2019.

Fidelity 2
Top Objectives for Well-being Programs

  • Employers’ top objectives for well-being programs include reducing health care costs, increasing employee engagement and improving productivity.
  • More than 40% of employers say their top objective is something other than managing health care costs.

Fidelity 3
Dimensions of Well-being

  • Employers are addressing social connectedness as part of their well-being strategy more than they did last year.
  • Employers continue to focus on increasing access to mental health services; prevalence of teletherapy benefit increased by 50% from 2019 to 2020.

Program Overview

Employers are focused on increasing access to care - virtual and on-site.

Fidelity 4
Condition-Specific Solutions

In 2020, there was an uptick in programs focused on specific conditions, including:

  • Infertility support (45% in 2019 to 53% in 2020)
  • Weight management/diabetes prevention programs (79% in 2019 to 87% in 2020)
  • Maternity management programs (67% in 2019 to 73% in 2020)

Fidelity 5
On-site Programs and Resources

Employers brought more resources and programs directly to workplaces in 2020, including:

  • On-site EAP programs (24% in 2019 to 35% in 2020)
  • On-site counseling programs (17% in 2019 to 25% in 2020)
  • On-site chronic condition management (18% in 2019 to 25% in 2020)

Fidelity 6
Emotional/Mental Health Expanding

Continuing a trend from 2019, employers continue to expand their emotional/mental health offerings, including:

  • Teletherapy (49% in 2019 to 69% in 2020)
  • Mindfulness, resiliency and happiness programs (50% in 2019 to 68% in 2020)
  • Sleep improvement programs (25% in 2019 to 33% in 2020)


While still prevalent, use of financial incentives declined for the second straight year.

Fidelity 7
Use and Amount of Financial Incentives

  • In 2020, fewer employers will offer financial incentives for well-being programs, continuing a downward trend from 2019.
  • The median incentive amount an employee can earn remains steady at $600 a year in 2020.

Fidelity 8
Distribution of Financial Incentives

  • Incentive dollars are allocated between multiple dimensions of well-being; however, the majority of incentives (55%) are tied to health assessments and/or biometric screenings participation.

Fidleity 9
Earned Incentives

  • 4 in 10 employees earn the full incentive, while another 3 in 10 earn a partial amount.

Learn More

Well-being Staffing and Budget

Expanded well-being programs require additional resources to administer.

Fidelity 10
Well-being Staffing

  • In 2020, 61% of employers have more than one full time equivalent (FTE) employee dedicated to well-being.
  • Larger employers tend to have a greater number of FTEs dedicated to their well-being programs.

Fidelity 11
Well-being Budget

  • On average, employers will spend $230 per employee on well-being programs and incentives in 2020.
  • The average percent of an employers’ health care budget allocated to well-being has increased from 3.5% in 2019 to 4.3% in 2020.

Fidelity 12
Distribution of Well-being Budget

  • The vast majority of well-being dollars go toward program administration and incentives (79%).
  • More dollars are going toward program administration in 2020 (40%) than in 2019 (31%).

Well-being Engagement and Communication

Employers are diversifying their well-being communications to employees.

Fidelity 13
Methods of Communication

  • More employers are regularly using their employer website for well-being communications (76% in 2020; 54% in 2019).
  • More employers are regularly using employee meetings or wellness fairs for well-being communications in 2020 (28%), up from 15% the prior year.
  • Not a single method of communication declined – signaling employers’ commitment to reaching employees in a variety of formats

Fidelity 14
Source of Communications

  • For Physical Health, Emotional/Mental Health and Financial Wellness, communications often come from both the internal benefits team and external partners.
  • For Community Involvement, communications generally come directly from internal benefits teams.

Global Well-being

Well-being programs are expanding globally.

Fidelity 15
Expanding Well-being Programs Outside the U.S.

  • In 2020, more employers will offer global well-being programs than in 2019.
  • Physical health and emotional/mental health are the primary focus outside the U.S.

Fidelity 16
Top Objectives for Well-being Programs Outside the U.S.

  • Improved employee engagement and alignment with corporate culture/mission are the main objectives for global well-being programs outside the U.S.

Fidleity 17
Global Well-being Communications

  • Well-being communications outside the U.S. are most commonly developed in-house in local countries.
  • A third of employers (34%) have wellness champions outside the U.S. to help drive communication and engagement.

Looking Forward

94% of employers plan to expand or maintain well-being offerings.

Fidelity 18
Future Strategy For Well-being Resources and Programs

  • 65% of employers plan to expand well-being programs and resources over the next 3-5 years, while 31% will continue at the same level as today.
  • Only 3% plan to reduce or eliminate well-being programs or resources.

Fidelity 19
Future Strategy for Well-being Incentives

  • 29% of employers plan to expand their well-being incentives over the next 3-5 years, while 58% will continue at the same level as today.
  • 14% plan to reduce or eliminate financial incentives for well-being programs.

Employer-Sponsored Health and Well-being Survey: Chart Pack

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  1. Key Takeaways