7.3.7. Workplace wellness programmes

Workplace wellness programmes can include a number of components, including health risk assessment for employees, self-help education materials, classes, seminars, group activities and individual counselling about healthy lifestyles. They can also provide various incentives (such as bonuses and reimbursements) to encourage participation in these activities [Baicker, Cutler and Song, 2010 [2]]. Increasingly, as for example in Japan, these programmes also entail environmental changes in the workplace by putting in place actions to promote a healthier diet (e.g. through changes in the food served by canteens) and to increase physical activity (e.g. by encouraging the use of stairs) [OECD, 2019 [46]].

The effectiveness of this intervention is assumed based on a recent meta-analysis [Penalvo et al., 2018 [47]], which concluded that a generic worksite wellness programme produces an average reduction in BMI of 0.28 kg/m2. Based on the same study, it is assumed that 12 months after the beginning of the action, the intervention would reach its maximum effectiveness, producing a 0.64 kg/m2 drop in BMI relative to baseline. After 24 months the drop in BMI decreases to 0.16 kg/m2 relative to baseline, while the effect completely disappears after 36 months.

It is assumed that the proportion of people exposed to this intervention will be the same as in the workplace intervention for sedentary behaviour. In line with the reviewed evidence, the exposure is assumed to last for 3 years only [Penalvo et al., 2018 [47]]. However, everyone (including previously exposed employees) would have a chance to participate again in the programme. The participation is restricted to white collar, full-time employees working in medium and large service industry enterprises (within an 18-65 year age range). Other persons potentially eligible are those employed for the first time. If persons who initially joined become unemployed, they become eligible to be selected again in case of re-employment in one of the enterprises participating to the scheme.

The intervention cost is likely to vary considerably, depending on programme features and local prices and may include, for example, costs of initial risk assessment, telephonic coaching and various incentives. In line with some available evidence [Hall, 2011 [28]], the intervention costs were assumed to vary between USD PPP 118 and USD PPP 133 per target person, or USD PPP 6-8 per capita across the countries included in the study. While it is possible that certain types of workplace wellness programmes, particularly if very comprehensive, may cost more than this, this figure is assumed to cover the costs of implementing the programme in public institutions and incentives that the government could give to enterprises deciding to participate in the programme.