Investing in Staff Wellness Can Generate Trillions in Business Results: Study

It’s no secret that the global workforce cares more than ever about health and well-being. Wellness might also become a business imperative: according to new findings from the McKinsey Health Institute, investing in holistic employee health could generate tens of trillions of dollars in global economic value.

This finding shows how meaningful health investments impact performance, productivity, and retention. Despite this potential, many organizations still struggle to implement effective wellness strategies. Many existing programs fail to address the real needs of today’s workforce and, if businesses don’t catch up, they risk losing top talent and falling behind.

Let’s discuss the McKinsey study in more detail and present some action points for HR based on the findings.

In January 2025, the McKinsey Health Institute published a report called “Thriving workplaces: How employers can improve productivity and change lives.” The report provides insights into why investing in workforce health is crucial. One of the findings is that employers could do much more regarding employee health and wellness.

The report cites a 2023 McKinsey survey of 30,000 workers worldwide, in which only 57% of respondents reported being in good holistic health—defined as a blend of mental, physical, spiritual, and social well-being. Also, 49% of employees were reportedly “faring well,” meaning they had positive scores on holistic health, while a fifth reported burnout symptoms. 

While acknowledging that most employers offer wellness programs to address this scenario, the report reveals that many miss the mark. Companies often invest in isolated perks—like yoga classes, meditation apps, and awareness campaigns—without addressing the systemic issues that impact health. “Many employers care deeply about their employees’ health and well-being,” states the report. “Often, however, the portfolio of interventions is not a coherent whole that significantly moves the needle to address specific workforce needs.”

The McKinsey report makes it clear that employers should take the lead. “It is within the power of executives to build both healthier workforces and healthier societies,” states the report. “Change is necessary and achievable, with many ways to improve health within employers’ control.”

The report concludes that investing in workforce health can generate up to $11.7 trillion in global economic value, strengthening the argument for business leaders. In other words, employee wellness is a business case with real ROI.

To start, HR teams and company leaders must treat wellness as a core business strategy instead of a side initiative. Organizations should understand the baseline health of their workforce and use that data to shape meaningful wellness programs. Instead of one-size-fits-all initiatives, companies should create targeted interventions that address the true drivers of burnout and poor health—things like role ambiguity, lack of support, and work-life imbalance.

Piloting programs and measuring their impact is also key. Employers must identify what works and what doesn’t and continuously adjust. Leadership buy-in is another critical factor. When executives champion wellness, it becomes part of the culture, not just a temporary campaign.

In short, the most successful strategies take a proactive, long-term view. They treat employee health not as a cost, but as an investment with measurable returns.

IKEA Canada offers a great example of how thoughtful wellness programs can drive business results. After learning from employee feedback that workers were stressed and struggling to balance their personal lives, IKEA launched its “Wellness Days” initiative in 2020. This initiative allowed employees to take up to 12 paid days off annually for various individual needs, from illness and caregiving to community volunteering and mental health.

To complement this, IKEA also partnered with the Mental Health Commission of Canada to offer training in self-leadership, mindfulness, and resilience. The result? Employee turnover dropped from 35% to 24.5%. The initiative shows that when businesses respond directly to employee needs, the impact on engagement and retention can be significant.

The key message here is simple but powerful: investing in employee health makes business sense. Today’s workers expect more meaningful support from their employers, and the return on that investment can be in the trillions of dollars globally.

Offering surface-level perks is not enough. Effective wellness programs address the individual and systemic factors affecting health. They are personalized, well-integrated, and championed by leadership. Ultimately, the companies that prioritize health today will be the ones thriving tomorrow. A healthy, supported workforce isn’t just good for people—it’s good for business.In addition to effective wellness programs, you should also consider offering outplacement services to staff. A people-first, result-driven outplacement program (like the one available through Careerminds) can greatly increase employee engagement and productivity. Contact our experts today and learn more about our modern approach to outplacement!

Rafael Spuldar

Rafael is a content writer, editor, and strategist with over 20 years of experience working with digital media, marketing agencies, and Tech companies. He started his career as a journalist: his past jobs included some of the world's most renowned media organizations, such as the BBC and Thomson Reuters. After shifting into content marketing, he specialized in B2B content, mainly in the Tech and SaaS industries. In this field, Rafael could leverage his previously acquired skills (as an interviewer, fact-checker, and copy editor) to create compelling, valuable, and performing content pieces for various companies. Rafael is into cinema, music, literature, food, wine, and sports (mainly soccer, tennis, and NBA).