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Workplace Wellness Lab delivers leading insights, ideas and information on wellness, health management, and healthy living.

Our goal is simple: Workplace Wellness Lab provides regular and better information as an important path to create healthy individual outcomes, while helping change health care in America.

By connecting the audiences that matter – consultants, corporate executives, policymakers, thought leaders, journalists, customers, and more – we establish a positive, substantive, and influential voice within the wellness industry that makes the case that:

    • Left unchecked, current trends in health spend and outcomes are unsustainable.
    • Given that half the healthcare dollars in this country are incurred by employers, well-executed preventive care health management programs in the worksite are clearly enduring and valuable, helping drive improved workplace environments and individual outcomes.
    • Industry coherence around private sector innovation to drive effective health management programs is economically vital, given what’s possible in a spend category that is arguably one of the greatest challenges in America today.

Workplace Wellness Lab comes at this challenge principally from the employer point of view: What are the credible and demonstrated best practices in preventive care to structure programs that have an enduring impact? How can the impact be made explicit, as something that is both the right thing to do and a proactive business initiative that lowers the cost of care, as experienced by both employers and employees?

And Workplace Wellness Lab goes beyond the workplace. It’s a robust platform filled with ideas and insights from those that influence how employers think about this opportunity: research organizations, non-profits, think tanks and more.

From an editorial point of view, great ideas can come from anywhere. With that philosophy in mind, we will combine our own original content with other content across the web. We organize the content, with a view to making it as simple and useful as possible.

All content will be sourced. If we found it somewhere, we’ll tell you where we got — and how to get to that site yourself.

We also welcome your comments — criticisms, ideas, and, yes, we take compliments, too! Have a thought of what you’d like to see — or see something you think others should know — drop us a line.

Thanks for visiting – and please come back again!

Transparency is extremely important to us, so we are letting you know that we may receive a commission on some of links you click on from this page. See our disclaimer.


Yesterday we reported on a  Workplace Insights piece showing that the challenge of managing mental wellness in the workplace may be even greater than previously thought: “Two thirds of workers too embarrassed to tell boss about mental health issues.”

The reports adds even more evidence to support the  role that a well-run workplace wellness program can play in promoting mental health awareness in the office.

The piece states: “New research from job site CV-Library claims that nearly two thirds (60.2 percent) of employees feel embarrassed about disclosing information on the state of their mental health with their employer. What’s more, 60.8 percent feel they cannot talk about it with their boss.”

Another study from Time to Change, a UK-based campaign run by charities Mind and Rethink Mental Illness, and others, “aimed to understand gaps between policy and practice; differing opinions between managers and employees around support provided; management’s ability to provide support; and practical steps which can be taken to close these gaps.”

Some findings:

  • 37% of employees reported having had to take time off work because of stress, low mood or poor mental health, 68% reported to having gone into work at some point when experiencing poor mental health.
  • 59% of all respondents said poor mental health was a primary factor that impacted on their ability to concentrate at work. 40% of respondents reported that they found it dif cult to juggle a number of tasks, took longer to complete tasks (39%) and that they tended to put off challenging work (38%).
  • Half of all respondents noted that poor mental health was a result of a combination of problems at work and in their personal life.

The results show how significant mental wellness remains not only in terms of personal health, but also in terms of business health — the real business impacts that can affect employers who don't help employees address their mental health challenges.

Coming up: What can managers and employers do to help?

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