There is a direct correlation between employee well-being and workplace safety. Healthier employees tend to be safer, leading to fewer on-the-job accidents. However, the presence of chronic and often co-morbid conditions, such as diabetes, obesity, arthritis, asthma, hypertension, depression, and anxiety, can impact employees’ ability to perform their jobs safely and add significant complexity to both Health insurance and Workers’ Compensation insurance.
According to the Centers for Disease Control and Prevention (CDC), six in 10 Americans have at least one chronic disease, and four in 10 have two or more chronic diseases. The National Institutes of Health (NIH) estimates that by 2030, nearly 50% of U.S. adults will be obese.
Moreover, the cost of chronic diseases on the healthcare system is staggering. 90% of the nation’s $4.5 trillion in annual healthcare expenditures are for people with chronic and mental health conditions, according to the CDC. Obesity, for example, costs the U.S. healthcare system nearly $173 billion a year. The total estimated cost of diagnosed diabetes was $413 billion in medical expenses and lost productivity in 2022, according to the CDC.
Employees who struggle with chronic conditions have a higher risk of workplace incidents. These chronic conditions can reduce physical coordination, delay recovery times, and increase the severity of injuries, leading to higher medical costs, more time away from work, and greater overall risk for employers.
For example, an employee who is an undiagnosed or unmanaged diabetic could experience peripheral neuropathy, leading to balance and coordination issues that may increase the likelihood of falls or injuries. That employee also could experience changes in vision and problems with wound healing. A simple workplace accident, like a cut or sprain, could become a serious medical case with prolonged complications, driving up Workers’ Compensation costs and lost productivity.
Obesity/metabolic syndrome can be a risk factor for multiple chronic conditions, such as diabetes, hypertension, fatty liver disease, and musculoskeletal disorders. Employees with obesity issues can also be at risk of sleep apnea and stress, impacting their reaction time at work. Stress, depression, and anxiety can alter focus and engagement at work. Similarly, delayed reaction and response time can also lead to increased risk of workplace accidents and injuries, such as chronic stress, anxiety, or depression, which can contribute to workplace errors, fatigue-related accidents, and absenteeism.
Chronic pain conditions such as back pain or arthritis can significantly affect recovery from a new work-related injury. Existing heart conditions can limit physical activity and affect recovery time after an injury.
Workers’ Comp claims with comorbidities tend to increase medical costs, and they require more extensive treatment, including surgeries, medications, and therapies. This leads to higher overall claim costs compared to claims without preexisting conditions. In addition, the presence of a comorbidity can lengthen the time it takes for an injured worker to recover and return to work, extending the claim’s duration and the benefits paid. For example, according to a National Council on Compensation Insurance (NCCI) study, the duration of indemnity benefits paid is at least five times greater.
Also, when a worker has a preexisting condition, it can be challenging to differentiate the impact of the work injury from the effects of the comorbidity, potentially leading to disputes over claim eligibility. Preexisting conditions may limit the treatment options available for a work-related injury, requiring more conservative approaches or modifications to treatment plans.
While there are many factors that contribute to the development of chronic conditions, providing support and programs to help address lifestyle related factors and decrease gaps in care can help to bridge the gap. Employers that integrate wellness initiatives with workplace safety programs can reduce the impact of comorbidities, improve employee well-being, and mitigate insurance costs. By fostering a culture of health, well-being, and safety, organizations create safer workplaces and help employees proactively manage chronic conditions, ultimately reducing claims, insurance costs, and operational disruptions.
Wellness and health promotion programs can vary widely and include many different initiatives. Programs can include offerings that range from participation-based health promotion and lifestyle programs (such as challenges for walking, healthy eating, and stress management) to more clinically driven approaches to manage gaps in care, provide health coaching, and condition-specific programs. Designing an impactful program includes considerations of employee health status, workplace culture, budget, built environment, goals, industry, and benefit design.
Part of the reason wellness programs can experience less engagement than safety programs may be because they are viewed as participation-based, whereas safety is a fundamental requirement. Others may worry about privacy, judgment, or being singled out for health-related issues. Clarify that participation is voluntary, supportive, and non-punitive to help reduce anxiety and reframe the initiative as a benefit, not an obligation. Reinforce that wellness programs are designed to support employees, not to monitor or pressure them.
Addressing these concerns early and empathetically fosters trust and encourages meaningful participation. By tying wellness initiatives into safety checklists (for example, encouraging stretching and strengthening breaks, stress reduction, annual physicals, and condition management), you can help managers and employees see how they connect and how they are equally crucial to safety in the workplace. While you cannot require participation in wellness programs, building their value and developing a greater awareness of how they can improve workplace safety can help build better engagement and results.
Consider placing the people responsible for employee wellness (which is under the scope of HR) and safety (typically part of risk management) on a joint committee to align initiatives. Leveraging multiple employee communications channels (such as signage, on-site events, digital apps, and pre-shift meetings) and streamlining messaging can help reduce information overload and reinforce essential goals. Having additional insights and feedback from people working in all areas of the organization can help them be mindful of the real challenges they see daily and how they might be overcome.
While we are quick to identify safety risks in the workplace, are we also evaluating how the workplace environment could be influencing health risks? Apply the same lens to how employee health can be impacted by what types of foods are on-site, work/life balance, and accessibility to preventive care.
This also includes improving communications and tools for employees working off-site to eat healthier, sleep better, or manage stress. Small changes, such as providing lists of healthier convenience food options for on-site and field workers, digital programs for enhanced mobility and exercise, or mental health resources for self and preventive care, can all contribute to your approach to viewing health as a function of safety.
Accessibility assessments can also provide value in improving employee health and reducing worker injury costs. For example, providing benefits such as virtual primary care, on-site clinics or coaching, or seed money into health savings accounts can encourage employees to better manage their health through improved access to care and reduced financial risk.
In addition, you can implement regular workplace ergonomic assessments of employee workstations and training on posture, stretching, and safe lifting techniques. Employees who understand how to prevent strain are less likely to suffer injuries, especially in repetitive or physically demanding jobs.
Medical and Workers’ Comp claims and reporting are subject to different rules and may look different, but often, the proper analysis and approach can identify where risks might carry over. For example, medical claims that reflect concerns with opioid use and chronic pain are a good indicator you should be more proactive with your safety team to address prevention, build awareness, and evaluate the need for additional resources. These claims can co-occur or go back and forth, and having a full view of the claims experience and costs can provide good intel on where there might be areas of concern.
It's crucial to consider any legal or compliance considerations with wellness programs. Companies must communicate what data is collected, how it’s used, and who can access it. Reinforcing that information is kept confidential and used only to improve employee well-being—not for management scrutiny—builds credibility.
Adding responsibilities, communications, and initiatives can always seem daunting, but the goal is to make things more united and seamless for everyone. Starting with simple awareness strategies, such as adding communications apps for wellness and safety, posting signage about EAPs with your safety notices, and opening the lines of communication can ultimately reduce the amount of work required for everyone by creating a more simplified approach and cohesive culture of health and safety.
Katie O'Neill, BS, DC
Vice President
Clinical Wellness Specialty Practice Leader
McGriff
Warren Blanchard
Senior Vice President
Risk Management
McGriff
