Report Finds CEOs Embrace Wellness but Workers Aren’t Convinced

Wellhub’s latest report shows wellness programs are paying off for the C-suite, but employees aren’t sold. Here’s how leaders can bridge the gap

Corporate wellness is no longer just a feel-good perk. It’s a bottom-line play.

That’s the message from Wellhub’s Return on Wellbeing 2025 report, which found that 82% of CEOs report a positive ROI on their wellness programs and nearly a third see returns above 100%. The data comes from a global survey of more than 1,500 CEOs and business leaders, conducted in partnership with polling firm QuestionPro.

But here’s the catch: while the C-suite is mostly sold on wellness, the workforce isn’t feeling the benefits, according to the corporate wellness platform. While 77% of CEOs believe employee mental health improved over the past year, only 33% of employees agree. The gap is just as wide in physical (80% vs. 36%) and financial (76% vs. 30%) well-being.

So where’s the disconnect and what needs fixing? Here’s what Wellhub’s report reveals about the real impact (and real limitations) of workplace wellness today.

The Case for Wellness (Done Right)

When executed well, wellness programs can certainly move the needle. CEOs say their top reasons for investing include productivity (56%), engagement (52%) and work-life balance (48%). Two-thirds report a drop in absenteeism and 73% say wellness plays a role in retention.

But it’s not just about keeping talent, it’s also about attracting it. Nearly 90% of employees say they won’t consider a company unless it prioritizes well-being and 62% say strong wellness options would keep them from leaving. CEOs are catching on: 80% see wellness as a highly effective recruiting tool and 76% believe it boosts brand perception.

The Money Talks

Healthcare savings are a big piece of the ROI story. Nearly 70% of CEOs say wellness programs help reduce costs and studies cited in the report show companies can save an average of $3.27 in medical costs for every dollar invested. Programs that target chronic conditions deliver even bigger returns (up to 380%).

Still, only 65% of companies roll wellness into their healthcare budgets. The rest treat it as a discretionary expense, leaving it vulnerable to cuts and underfunding.

Workers Aren’t Buying the Hype

Here’s where things get complicated. While 92% of CEOs think employees believe leadership cares about their well-being, only 68% of employees agree. Just half of workers say their execs genuinely prioritize wellness and 52% now believe corporate wellness efforts are performative, up from 46% two years ago.

That kind of skepticism can be costly and may reduce corporate wellness to the same tier as the token office pizza party, well intentioned but ultimately underwhelming. Disengaged employees are more likely to burn out, check out and move on, undercutting the very outcomes these programs are supposed to drive.

What’s Working (and What’s Missing)

The most popular wellness perks are familiar: gym membership discounts (53%), on-site fitness (39%) and mental health services (51%). But emerging trends point to flexibility and personalization.

More than one-third of CEOs now offer wearable fitness trackers or access to wellness platforms like Wellhub. Gamified fitness challenges and virtual programs are gaining traction, though opportunities remain. Only 29% of companies offer remote-friendly options despite the rise of hybrid work. Proactive mental health support is also limited, with only 30% offering mindfulness or meditation tools.

Financial wellness is another missed opportunity. While many companies focus on long-term tools like retirement plans or student loan assistance, employees are struggling in the short term. Only 31% offer budgeting tools despite rising financial anxiety among workers, a major driver of distraction and disengagement.

What’s Holding Leaders Back

If wellness works, why aren’t more companies going all in? The top barrier, according to CEOs, is fear that employees won’t use the programs. That’s followed closely by budget concerns and uncertainty around how to measure impact.

Wellhub’s advice to HR leaders: lead with the numbers. CEOs who receive monthly updates on wellness performance are far more likely to increase funding than those who get reports once or twice a year (58% vs. 26%). Clear ROI data, pilot programs and peer validation from other CEOs also help shift mindsets, Wellhub says.

The Bottom Line

Wellhub’s findings make one thing clear: workplace wellness delivers real business value, but only when it’s treated as a strategic investment, not a box to check. That means listening to employees, personalizing the experience and showing leadership that wellness isn’t a perk but a performance driver.