Determining a budget for establishing a Employer Health Promotion Program

Starting a Employer Health Promotion Program need not be costly, but will require the commitment of some financial resources. If possible, include the Employer Health Promotion Program in your organization’s annual business plan and budget as you do for other efforts important to your organization’s success.

How much to budget for the Employee Wellness Program?

There is no one-size-fits-all formula for establishing a Employer Health Promotion Program that results in enhanced employee health. Organizations differ in how much money they need and how much they can make available for the Employee Wellness Program. Consider the following common expenses in developing an adequate Employer Health Promotion Program budget:

• Employer Health Promotion Program staffing costs (either internal salaries or consultant fees)
• Employer Health Promotion Program data collection costs (including health risk assessment costs, if relevant)
• Employer Health Promotion Program incentives for healthy behaviors (such as discounts on premiums for non-smokers)
• Costs of Employer Health Promotion Program Strategies to be started (such as costs of covering tobacco quit medications or costs of subsidizing healthy foods in the cafeteria or vending machines)
• Employer Health Promotion Program administrative and communications expenses

In times of tight finances, be prepared to justify your requested Employer Health Promotion Program budget. Arm yourself with data on potential short- and long-term outcomes of the proposed Employer Health Promotion Program Strategies. Itemize the Employer Health Promotion Program expenses of past programs and share projected expenses for programs planned for the upcoming year.

Sustaining Employer Health Promotion Program Funding

A dedicated Employer Health Promotion Program line item in your organization’s budget makes it more likely to be regarded as a need, rather than as a “nice-to-have” amenity that could be cut when funds run low.

One of the best Strategies for ensuring continued financial support for the Employer Health Promotion Program is frequent communication to leadership, including:

• How many employees have you reached through the Employee Wellness Program? Has morale increased? Have health risks decreased, e.g., fewer employees using tobacco, more employees active?
• How well are you managing the Employer Health Promotion Program resources you’ve been given? Where and how has your budget been spent? Keep track of the staff time required for each program and be able to present the numbers at any time.
• Anecdotal Employer Health Promotion Program success stories from employees. Don’t underestimate the power of a good story to put a human face on your success.

Supplemental sources of Employer Health Promotion Program Funding

If required, have the individuals responsible for establishing a Employer Health Promotion Program look for ways to supplement available internal funds. Are there grants or other financing available that can help support your Employer Health Promotion Program ? What community Employer Health Promotion Program resources could you use to meet some of your needs?