5 Ways to Use Incentives in Your Employee Wellness Program

Your wellness program enrollment emails are getting opened. Your biometric screening reminders are going out. But participation? That's another story entirely.

You already know employees aren't avoiding wellness programs because they don't care about their health. They're avoiding them because, between budget meetings, project deadlines, and everything else competing for their attention, "schedule a health screening" keeps sliding to tomorrow. And tomorrow. And the day after that.

Gallup's 2024 workplace wellbeing research found that nearly one-third of employees don't even know if their employer offers an employee wellness program—and among those who do, more than 4 in 5 have never used it. The gap between "we offer it" and "they use it" costs you real money in the form of preventable health issues, higher insurance premiums, and days lost to illness that could have been caught early.

So What Can You Do?

The missing piece isn't more communication or better programming. It's incentives that make participation feel worth the effort right now. We're talking about recognition that shows up immediately when someone completes a health action. Just straightforward appreciation they can actually use, delivered the moment they take action.

Here are five ways to use incentives that drive real wellness participation without adding complexity to your already-full plate.

1. Reward Preventive Care Completion

Annual physicals, dental cleanings, vision exams, these appointments prevent expensive problems later. But "preventing future problems" doesn't create urgency when someone's calendar is already packed.

The fix: immediate recognition when employees submit proof of completion. A $25 Reward shows up in their inbox the day they upload their documentation. No waiting. No processing delays. Just instant appreciation for taking care of themselves.

A field experiment published in the Journal of Behavioral and Experimental Economics found that framing a $50 incentive as something employees could lose—rather than earn—boosted preventive care visits by 17%. The key is removing friction: make claiming the reward as simple as forwarding a receipt.

2. Encourage Movement Challenges

Simplify step challenges by creating participation tiers instead of competition ranks. Everyone who logs 10,000 steps for 10 days this month gets recognized, period. No first place, second place, or feeling like you failed because someone else walks more. Just celebration for showing up consistently.

Send recognition rewards at the end of each tier. Employees choose their own reward from 400+ options, which means the person training for a marathon and the person just starting both get something they'll value. One picks running gear. The other picks grocery cards. Both feel appreciated.

3. Recognize Mental Health Engagement

Mental health matters, but it's harder to track than steps or doctor visits. You can't exactly ask for proof someone attended therapy or used a meditation app without creating privacy concerns.

The solution: reward engagement with mental health resources, not outcomes. Did they attend the resilience workshop? Download the employee assistance program app? Complete the stress management webinar? That's participation worth recognizing.

Mental Health America reports that every $1 spent on mental health treatment returns $4 in improved health and productivity. But only if employees actually use the resources—which they're far more likely to do when participation is recognized immediately.

4. Incentivize Biometric Milestone Achievement

Biometric screenings give employees valuable health data. But "here are your numbers" doesn't motivate behavior change the way "you improved your numbers" does.

Track year-over-year improvements instead of absolute results. Lower cholesterol by 10 points? That's worth celebrating, regardless of where someone started. Lost five pounds? That's progress. Blood pressure moved into healthy range? Recognize it right away!

This approach addresses a critical barrier: people who already have health challenges often avoid wellness programs because they feel like they can't win. Rewarding improvement over perfection includes everyone and creates momentum toward better health outcomes.

5. Celebrate Achievement Streaks

Consistency matters more than intensity for long-term health. Someone who walks 30 minutes three times a week all year will see better results than someone who does one dramatic fitness push and then nothing.

Build recognition around streaks: three months of regular gym check-ins, four weeks of healthy lunch choices logged, six months without a missed prescription refill. These aren't heroic accomplishments, they're sustainable habits worth reinforcing.

Send increasing recognition as streaks lengthen. Month one gets acknowledged. Month three gets celebrated. Month six gets significantly rewarded. This creates a feedback loop where continued participation feels progressively more valuable.

The Participation Gap Costs More Than Rewards

Remember that 4 in 5 employees haven't participated in their employer's wellness program? According to the CDC, well-implemented workplace health programs can lead to 25% savings on absenteeism, healthcare costs, and workers' comp claims. But "well-implemented" includes making participation feel worth employees' limited time and attention.

Incentives are acknowledgment that you're asking people to prioritize wellness activities during already-busy schedules. That acknowledgment matters, and when it shows up immediately as rewards employees actually want, participation stops being a constant uphill battle.

Reward Builder makes it easy to recognize employees for taking meaningful steps toward wellness. Your employees get to choose what matters most to them from over 400 gift card brands, prepaid cards, and healthy lifestyle products. With no fees or minimum order requirements — and reward certificates starting at just $5 — Reward Builder fits any wellness initiative and any budget. Ready to close your wellness participation gap? Schedule a demo to see how simple wellness recognition can work.

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