An employer can offer a wellness programme without many employees using it. That distinction is central to workplace wellness statistics, which may measure programme availability, employee eligibility, participation or actual outcomes.
KFF's 2025 employer survey and the CDC's earlier worksite survey provide relevant but different benchmarks. They should not be merged into a single time series, because their populations and definitions vary.
Key Takeaways
- Among firms offering health benefits, KFF found 83% of larger firms and 56% of smaller firms provided at least one specified wellness programme in 2025.
- Health risk assessments were offered by 53% of larger and 35% of smaller firms in the relevant KFF group.
- Biometric screenings were offered by 43% of larger and 22% of smaller firms.
- The CDC found 46.1% of eligible worksites offered health promotion activities in 2017.
- Programme availability is not the same as employee engagement or improved health.
Employer Wellness Availability in 2025
KFF's published comparison applies to firms offering health benefits. KFF's 2026 survey, published in October 2026, did not repeat its wellness programme questions, so the 2025 figures remain its latest. Its smaller group includes firms with 10–199 workers, while larger firms have 200 or more workers.
| Measure | Smaller firms | Larger firms |
|---|---|---|
| At least one specified wellness programme | 56% | 83% |
| Health risk assessments | 35% | 53% |
| Biometric screening | 22% | 43% |
Source: KFF, 2025 Employer Health Benefits Survey. Among firms offering health benefits.
Why Employer Size Changes Access
Larger firms more frequently offer the programmes assessed by KFF, but that finding does not show how frequently employees use the benefits. Spending on these services is sized separately in our corporate wellness market comparison. Cost, administration and employee needs can influence what employers provide.
Historical CDC Worksite Data
The CDC's Workplace Health in America survey found that 46.1% of eligible US worksites provided some form of health promotion programme in 2017. Availability was substantially higher among larger worksites.
Why Older Data Must Stay Dated
The CDC measure offers historical context rather than a current 2026 participation estimate. Its sampling frame and programme categories differ from KFF's, so the two surveys should not be interpreted as direct before-and-after observations.
Availability, Participation and Outcomes
An employee completing a screening, attending a class or enrolling in coaching represents a form of engagement. None of these actions alone demonstrates that the intended health or business objective was achieved.
Evidence From a Randomised Trial
A 2019 JAMA trial included 32,974 employees across 160 worksites. Researchers found changes in some self-reported behaviours after 18 months but no statistically significant effects on measured clinical markers, healthcare spending or employment outcomes.
Measuring Programme Performance
Employers can distinguish eligible employees, first-time users, ongoing participants and measurable outcomes. A programme's purpose should determine the appropriate success metric rather than relying exclusively on enrolment totals. Small employers can start with low-cost employee wellness challenges before comparing employee wellness software for small teams.
Employee Wellness Cost per Participant Calculator
Enter annual costs and headcounts for one program. Results describe cost and participation only.
How this is calculated
- Total cost = program cost + implementation cost
- Cost per eligible employee = total cost ÷ eligible employees
- Cost per participant = total cost ÷ participants
- Cost per completion = total cost ÷ employees who completed
- Participation rate = participants ÷ eligible × 100
- Completion rate = completed ÷ participants × 100
These figures describe program cost and participation only. They do not establish healthcare savings, productivity gains, employee retention, or return on investment.
FAQs
What Percentage of Employers Offer Wellness Programmes?
KFF reported 83% of larger and 56% of smaller firms offered at least one specified programme in 2025, among firms offering health benefits. These figures should not be described as percentages of every US company.
Does Programme Availability Mean Employees Participate?
No. Availability indicates that a service is offered, while participation requires evidence that eligible workers actually use it. Survey figures about employer benefits cannot be converted into employee attendance percentages without separate engagement data.
Do Workplace Wellness Programmes Reduce Employer Costs?
Not necessarily. The result depends on programme design, population and evaluation methods. A large randomised trial found no statistically significant healthcare-spending improvements after 18 months, despite changes in selected reported behaviours.
Conclusion
Workplace wellness research is clearest when availability, engagement and measurable outcomes are reported separately. Employer adoption rates provide useful context, but they cannot demonstrate programme effectiveness on their own.
