9 Employee Well-being Programs From the 100 Best Companies

Claire Hastwell
2025-01-21T02:58:52-05:00
9 Employee Well-being Programs From the 100 Best Companies
Great Place To Work

See how employee well-being programs thrive at the Fortune 100 Best Companies to Work For? — real strategies that boost health, engagement, and retention.

Perhaps more than any other aspect of workplace culture, employee well-being requires a holistic approach that focuses on supporting the “whole person” in each employee.

All of us need support at some point. Maybe it’s for practical needs such as childcare assistance or tuition reimbursement. Others may have deeper underlying needs like counseling for grief, or learning how to establish a healthy work–life balance.

Much like any other relationship, the employer–employee relationship needs a foundation of trust, and to thrive there must be a sincere sense of care and support.

But how do companies achieve widespread well-being among their people?

It starts with an understanding of who your people are and what type of support they need. From there, you can tailor your own practices to those specific needs and nurture a culture of happy, healthy employees.

Once employees have a consistently positive experience across key areas that contribute to employee well-being, they can flourish inside and outside of work.

Benefits of employee well-being programs

Employee well-being programs aren’t just about the warm fuzzies. They are an important part of a successful workplace, driving healthier, happier, and more engaged teams.

Here are some of the key benefits:

Better health: Employees who are physically or mentally unwell can’t bring their best to the workplace.

Boosted productivity: Healthy employees are more focused, which enables them to be more efficient.

Higher retention: When employees feel valued and treated as a person with unique needs, they’re more likely to stay.

Enhanced engagement: High-trust workplaces have higher morale and stronger team connections.

Top talent attraction: More and more candidates are seeking employers that support them both in and outside of the workplace.

9 examples of well-being programs from top workplaces

1. Wellness access at Sheetz

You can’t have a healthy workplace if your employees themselves aren’t healthy. But maintaining physical fitness is challenging — gym memberships are expensive and seeking out trainers or physical therapists can feel overwhelming.

To encourage employees to tend to their health, Sheetz opened three “Shwellness Centers” featuring a medical team, fitness trainers, dietitians, group fitness instructors, and physical therapy staff. The centers are entirely free for employees and support staff to use.

There are currently three locations, based where the largest number of employees can benefit. Employees who live elsewhere can attend virtual fitness classes and use the center’s virtual health service for minor illnesses, specialty care, mental health counseling, and dermatology screenings.

One employee said, “I always tell people how Sheetz is great and really takes care of us! The number one perk, in my opinion, is definitely the Shwellness Center and everything they offer to the employees/spouses!”

2. Coaching at Synchrony

Nothing speaks to a profound sense of care and attention more than one-on-one assistance. At Synchrony, the company relies on well-being coaches who partner with employees to create a personalized wellness strategy based on strengths and values.

Working with one of the coaches is a positive, rewarding, and motivating experience that can help an employee define and work towards their unique goals — offering a safe space to discuss their specific needs. One-on-one well-being coaches also provide support to people leaders navigating difficult conversations with their teams.

3. Relocation support at NVIDIA

Keeping employees safe and supported amid government upheaval isn’t something that’s often thought about in employee well-being programs, but it’s exactly what NVIDIA had to do in response to Russia’s war with Ukraine.

The company covered the costs for hundreds of employees and their families to leave Russia and relocate to Armenia. This included chartering flights and setting up a new office in the Armenian capital, Yerevan. NVIDIA also continues to support those who want to move from Armenia to other countries.

The company also had to consider financial support, given the banking restrictions that were coming into play with international sanctions against Russia. The company quickly advanced salaries to employees located there while the HR teams helped with relocations, legal aid, and other logistics.

4. Health screenings at The Breakers

Nothing speaks to a sense of taking care of the “whole person” quite like making it easier for employees to care for themselves.

Recognizing that employees may struggle to fit in medical check-ups between other obligations, The Breakers resort opted to bring check-ups to the workplace.

The company offers preventative exams and diagnostic services, such as mammography screenings, skin cancer screenings, and oral exams and dental services, which employees can get at work during their shift.

“Coming from a family with a history of cancer, I was pleased The Breakers brought this service on property,” said one employee. “The staff was warm, welcoming, and they made me feel very comfortable.”

5. Support assistance at EY

One component of supporting an employee’s well-being is providing clarity on how they can seek help. It’s one thing to have a program or practice to support your people, it’s another to ensure they know how to use it.

At EY, their integrated employee assistance and life management services program has been serving their professionals and their families for over 40 years. Through a 24-hour hotline and website, employees can access:

Referrals to short- and long-term counseling services

Health and well-being solutions

Child- and elder-care resources and referrals

Daily life and home services

Dependent care

Personal travel, and more.

Thanks to the hotline, employees have impressive ease of access when it comes to taking advantage of company support, and with that, they have shown what a thriving company culture looks like.

6. Recognition at First American Financial

One crucial component of well-being that many forget is employee recognition. By validating employees’ incredible work, companies can cultivate high worker morale and keep a smile on their people’s faces.

First American established their “Fantastic” recognition platform, where employees can express their appreciation to fellow colleagues who have demonstrated the core values of integrity, commitment, service, leadership and teamwork.

Managers can also acknowledge outstanding employee performance and meaningful contributions by awarding points. Each point is worth one dollar, and employees can cash them in to purchase items such as gift cards, experiences, and tickets.

7. Transitioning back to work at Adobe

As the concerns of overwork and burnout continue to plague companies nationwide, supporting those who take time off from work can improve employee well-being.

Adobe created their “Welcome Back” program to offer additional resources to employees and help managers facilitate a seamless transition back to work. The program is available to employees returning from an extended leave of absence of more than three calendar months.

By offering such well-defined support in an employee’s return to work journey, Adobe creates a sense of psychological safety for those taking time off.

As part of the program, managers —– with the assistance of the eEmployee rResource cCenter —– develop a transition plan for each employee and discuss the possible need for an alternative work arrangement.

By offering such well-defined support in an employee’s return to work journey, Adobe creates a sense of psychological safety for those taking time off for any reason.

8. Mandatory time off at Carta

A crucial component in cultivating a healthy work–/life balance is how and when employees take time off. While many companies have jumped on the unlimited PTO trend, employees often still struggle to actually use their vacation time, feeling guilty for stepping away from the workplace.

Carta aims to eliminate that guilt by setting a minimum time off policy. Employees are required to take at least 15 days off a year. After that, paid time off and sick days are still unlimited.

By setting a minimum, mandatory vacation allotment, Carta is ensuring its employees get the time they need to rest and recharge, without the stress of worrying whether they should be away.

9. Financial wellness at Experian

Among the many factors that lead to a strong sense of well-being, financial security is one that keeps many people up at night. Uncertainty surrounding finances has the potential to disrupt one’s personal and professional life in profound ways.

At Experian, the company wants to ensure that team members have the knowledge and access to make healthy financial decisions that benefit them and their families.

The Experian Sharesave Plan offers employees a low-risk way to invest in the company. Employees can save a regular amount of money from their salary over a set period, typically between three and five years.

At the end of the period, they can use the money they’ve saved to purchase shares in Experian at a discounted price. Or, if the company’s share price has fallen, employees can simply take back their savings.

This not only makes investing more viable for entry-level employees, but it also encourages financial literacy since it incentivizes employees to think about long-term financial planning.

Experian also offers financial planning, mortgage advice, and debt management services, helping to reduce financial stress.

These programs perfectly encapsulate a holistic approach to care and employee well-being.

What great looks like

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