BloomWellness Tanzania on LinkedIn: #wellnessmatters #employeewellbeing #bayporttz (2024)

Calling all business decisionmakers and HR professionals...We invite you to diarise 𝟏𝟎 𝐀𝐩𝐫𝐢𝐥, 𝐖𝐞𝐝, 𝟏:𝟑𝟎 𝐏𝐌 𝐆𝐌𝐓+𝟎𝟐:𝟎𝟎 for a free 𝐇𝐞𝐚𝐥𝐭𝐡 𝐀𝐟𝐫𝐢𝐜𝐚 online webinar that is all about how to attract, motivate and retain top talent in Africa. (register here:https://lnkd.in/dBXuxmcB)It's no secret that health and wellbeing benefits play a role but we look forward to hearing what the professionals have to say at the webinar. In the meantime, to elevate your team's health and happiness at work, read this short article to learn about the key elements of successful wellness programs that truly make a difference. #Employeewellness #Businessgrowth#Totalwellbeing https://lnkd.in/dqBhyuUQ

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Wellness programs do little to help workers. Employers need to reduce workload, give needed health benefitsand give more autonomy for workers over how, when and where they work #mentalhealth #wellnessprograms #workershealth https://lnkd.in/guvXHnKP

Company wellness programmes have often been viewed as a nice extra, not a strategic imperative. Evidence tells a different story every-time saved $250 million over 10 years on Healthcare costs with their wellness programmesNelnet asked employees departing in exit interviews what they will miss most. The number one answer: “the wellness programmes”Deloitte “employers that invest in mental health and fitness support for their workforce make significant gains. An average of £5 return for every £1 spent” “In 2030, a typical day for a professional could start off with yoga and or meditation in person or online”I’m super interested to see how the market evolves over the next 5-10 years.Does anyone think we’ll see government legislation come out that companies must have wellness programmes in place?

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FAQ of the WeekQ. How do premium discounts for wellness plans work if we want to make sure our plan is affordable under ACA standards for the 2024 plan year? A. Wellness incentives that reduce an employee’s premium are generally not considered in determining affordability for ACA purposes. The only exception is for “tobacco free” programs that are offered as part of a HIPAA health-contingent, outcome-based wellness program. For example, if the cost to an employee for employee-only coverage on the base plan is $150/month but is reduced to $100/month for employees who are tobacco free, the $100/month rate determines affordability for all employees, even those who are not tobacco free.

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Compliance FAQ of the WeekQ: How do premium discounts for wellness plans work if we want to make sure our plan is affordable under ACA standards for the 2024 plan year? A: Wellness incentives that reduce an employee’s premium are generally not considered in determining affordability for ACA purposes. The only exception is for “tobacco free” programs that are offered as part of a HIPAA health-contingent, outcome-based wellness program. For example, if the cost to an employee for employee-only coverage on the base plan is $150/month but is reduced to $100/month for employees who are tobacco free, the $100/month rate determines affordability for all employees, even those who are not tobacco free.

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Smaller firms can have bigger challenges when it comes to implementing employee well-being programs. And it isn’t an area that they can afford to ignore. 💼Read what you need to keep in mind for this:https://lnkd.in/dhA5CR7S📖People are now prioritizing mental health over jobs, and swanky benefits such as gym memberships, retreats, medical support, among a host of other facilities might be significantly out of budget for a small firm. 💸The trick is to be intentional and genuine in their efforts so employees feel truly cared for. Workplace wellness programs for smaller firms will work only when they’re tailored and designed keeping in mind the specific needs and limitations of the organization. 🤝#employeewellbeing#smallbusinesschallenges#mentalhealthmatters #workplacewellness#smallfirms#mydubai #uaeemployers #employerswhocare#employeecare#smallbizwellness #mindfulleadership #healthyworkplace#linkedin#corporatetrends #smallbusinesssuccess #mindfulemployers#worklifebalance#employeesupport #smallbizsolutions #wellbeinginitiatives#healthyworkforce #employeeengagement#reset #resetyoureveryday

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I’m not for corporate wellness anymore…Because there’s a new, cooler kid on the block –Employee well-being. 😎So far, we’ve been talking about ‘corporate wellness’, and around the world, across organisations, it largely involved activities centred around employees’ physical health.But ‘employee well-being’ is a more holistic term, encompassing various elements of an individual’s life at work and outside of it:👉🏻 Career Well-being👉🏻 Social Well-being👉🏻 Financial Well-being👉🏻 Physical Well-being👉🏻 Community Well-beingIt’s important that employers understand how all of these are interconnected,And focus on all these aspects of well-being in order to build an engaged, healthy and productive workforce.We may say that work isn’t everything, and that our jobs are just one part of our life,But the truth is, being happy at work is foundational to a fulfilling and peaceful life, especially in places with expat populations like the UAE, where work is also a place to socialise and make friends.So – employers, HR teams and managers,Let’s make 2024 the year that we start talking about employee well-being and working towards a more comprehensive understanding of what our teams need from us.Do you think well-being should replace wellness? Tell me in the comments.#CorporateWellness #Insurance #Health

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OACEUS is leading the way in digital wellness, offering a transformative approach to self-care via the 360° Wellness Plan app. This plan enables families to address healthcare matters before they become chronic and also provides financialsolutions for long term security.Our dedicated team of experts are working with employers nationwide implementing the Wellness Integrated Medical Plan Expense Reimbursem*nt (WIMPER) program. Through strategic use of tax codes, we seamlessly integrate the 360° Wellness Plan, ensuring zero net out-of-pocket expenses for both employers and employees.Potential Clients: Public or private US companies with at least 20 or more full-time W2 employees that would be interested in implementing a upgrading or bringing in wellness services into their organization.Primary Benefits For Clients:360° Wellness Plan AppCreate a healthier more reliable workforceNo out-of-pocket cost to the businessFICA / FUTA Tax SavingsFill out the information page to find out how your company can qualify - https://lnkd.in/eiNT3aKH

If your company wants to facilitate important conversations around women's health inside and outside the workplace and improve culture, employee retention and profit while doing so, get in touch with me or Leo Tyson to discuss this opportunity in mote detail!

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Looking to enhance your workplace wellness program? Discover the myriad benefits of onsite health clinics for employers and employees alike! 🌱 Investing in your employee well-being translates to greater employee satisfaction and a positive work environment. Your team will feel valued and supported when their employer prioritizes their health. This, in turn, enhances morale and contributes to higher employee retention rates. 📈 For employee, onsite health clinics mean minimized out-of-pocket costs, convenient access to care, and personalized support to achieve wellness goals. They can build trust and rapport with onsite providers, leading to improved communication and better health outcomes. 🩺 Curious to learn more about the impact of onsite health clinics? Tune in to our interview with Jordan Tardash from PeopleOne Health. ⬇️

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