A recent survey by EPIC reveals that 41% of employers plan to increase their wellness spending over the next one to two years. The finding comes from research involving 238 benefits leaders across the United States, and it signals an important shift in how organizations view employee wellbeing.
Mental health support, preventive physical health programs, and assistance with personal finances are leading the list of priorities.
For Andrew Rooke, who has long advocated for integrated workplace wellness approaches, this data confirms what many in the field have been saying: wellness is no longer an optional perk.
The full EPIC report can be found here: https://www.epicbrokers.com/2026-trends-in-workplace-wellness-report/
Why Employers Are Spending Despite Cost Pressures
This commitment to wellness spending is particularly notable given the cost pressures facing organizations. Healthcare costs are projected to jump by 6% to 10% in 2026—the highest increase in over a decade. Some organizations are bracing for even steeper rises.
Yet employers continue to prioritize wellness programs. The reason is straightforward: proactive support addresses root causes of poor health outcomes, low engagement, and high turnover before they become expensive problems.
Andrew Rooke often points out that the most successful wellness programs are those treated as business strategy rather than standalone initiatives. When companies spend on comprehensive support that addresses mental, physical, and personal finance needs, they see measurable returns in productivity, retention, and workplace culture.
What’s Driving the Focus on Mental Health and Preventive Care
According to the EPIC survey, seven in ten employers now provide or are actively developing workplace wellness programs. Most leaders believe these programs should be integrated across all benefits rather than treated as separate add-ons.
The emphasis on mental health reflects persistent challenges with burnout and stress. Preventive physical health programs aim to reduce long-term healthcare costs by addressing issues early. Personal finance support recognizes that stress about money directly impacts employee wellbeing and performance at work.
Barriers Still Exist
Despite growing interest, the survey also identified obstacles. Budget constraints and lack of time remain the biggest challenges for organizations trying to expand wellness provisions. Many leaders want to do more but struggle to secure resources or high-level buy-in.
For those barriers to come down, employers need clear evidence of return on value. Education around program effectiveness, affordability models, and measurable outcomes will be critical drivers of future growth in this space.
What This Means for Workplace Wellness in 2026
The 41% planning to increase spending represents a significant portion of the employer community taking wellness seriously. It suggests that despite economic headwinds, organizations recognize that supporting employee wellbeing is essential to remaining competitive.
This trend aligns with what employees are asking for: workplaces that care about their whole lives, not just their output during work hours. Programs that deliver meaningful support in areas like mental health, movement, rest, and personal finances are becoming table stakes for attracting and retaining talent.
Organizations reviewing their wellness strategy in 2026 should pay attention to where their peers are spending and why. The data makes clear that wellness is moving from the margins to the center of how companies operate and lead.
