Issue link: https://nebusinessmedia.uberflip.com/i/1545144
HARTFORDBUSINESS.COM | JUNE 1, 2026 B3 Percentage of Respondents 0 5 10 15 20 25 30 35 Yes, a comprehensive program Yes, limited initiatives No, but planning within 12 months No, and not currently planning 28.8% 4.5% 33.3% 33.3% Q1 Percentage of Respondents 0 10 20 30 40 50 60 Physical health or fitness Mental health support Chronic condition management Preventive care or screenings Work-life balance initiatives None currently oered 50.0% 56.2% 23.2% 46.4% 46.4% 28.6% 33.3% Q3 Percentage of Respondents 0 5 10 15 20 25 30 35 Extremely important Very important Moderately important Slightly important Not important 31.5% 31.5% 20.7% 7.2% 9.0% Q2 Percentage of Respondents 0 10 20 30 40 50 60 Increased significantly Increased somewhat Stayed the same Decreased 14.3% 51.8% 30.4% 3.6% Q4 2026 HBJ Employee Wellness Survey Results Sponsored by Anthem Executive Summary T he 2026 HBJ Employee Wellness Survey captured feedback from approximately 111 organizational respondents and highlights the growing importance of employee wellness as part of overall business strategy. More than 63% of respondents identified wellness as either "very" or "extremely" important, while most organizations reported offering at least some form of wellness program- ming. Mental health support emerged as the most commonly offered initia- tive, reflecting continued employer focus on emotional wellbeing, stress management, and burnout prevention. Several responses showed espe- cially strong consensus among participants. Flexible work arrange- ments were identified as the most valued employee benefit by nearly 71% of respondents, making it one of the most overwhelmingly supported findings in the survey. Additionally, improving workplace culture was cited as the leading goal of wellness initiatives, demonstrating that organi- zations increasingly view wellness as a key driver of employee engagement, satisfaction, and retention. The survey also revealed oppor- tunities for growth. Many organiza- tions indicated they do not formally measure wellness program outcomes, and lack of time was identified as the biggest barrier to employee participa- tion. Budget constraints and limited resources continue to impact expan- sion efforts, suggesting that while wellness remains a priority, organiza- tions are still balancing investment levels with operational realities. Q1. Does your organization currently offer a formal employee wellness program? Q3. Which areas are included in your current wellness efforts? (Select all that apply) Q2. How important is employee wellness to your organization's overall business strategy? Q4. How has your organization's investment in employee wellness changed over the past two years?