Building a wellness program sounds easy – until no one uses it.
Many HR teams start with gym discounts or gym reimbursements, thinking they’ll drive quick wins. But in reality, these perks often go unused, leaving HR with sunken costs and employees without real support.
That’s because true wellness isn’t one-size-fits-all. A modern employee wellness program must reflect the diversity of employee needs, interests, and lifestyles. It needs to support mental, physical, and emotional well-being – not just gym attendance.
In this blog we’ll cover:
- The Limitations of Gym Discounts
- What Employees Actually Want
- Do Wellness Programs Work?
- Expanding Wellness Beyond the Gym
- How to Build a Better Wellness Program
- Choosing the Right Platform
- Final Thoughts and Your Next Steps
- Frequently Asked Questions
The Limitations of Gym Discounts
Let’s define the terms.
- Gym discounts: Pre-negotiated pricing with specific gym chains or local fitness centers.
- Gym reimbursements: A set amount refunded to employees after submitting proof of a qualifying fitness expense.
Both options can reduce cost barriers to physical activity – but only for employees who already enjoy going to the gym. For everyone else, they may go unused.
These types of corporate gym membership programs are often inaccessible or unappealing to many employees, particularly those who prefer outdoor activities, at-home workouts, or alternative forms of movement.
According to a recent study, 67% of gym memberships go completely unused. That means if your employee wellness program depends solely on gym perks, you’re spending money on benefits many employees won’t use and missing the opportunity to drive meaningful engagement. This gap illustrates a growing disconnect between what’s offered and what employees actually want.
What Employees Actually Want in a Wellness Program
Before we look at what works, let’s talk about what people actually want.
| Feature | IncentFit Data |
| Non-Gym Physical Activities (walking, hiking, yoga, etc.) | 60.8% of reported activities were completed outside of a fitness facility |
| Personalized Wellness Goals | 33.61% of users successfully completed at least one wellness goal |
| Wellness Newsletters and Content | In 2024, employees spent over 1,136 hours reading wellness newsletters and expert-written content |
| Mental Health Participation | 16% of personal goals are related to mental health |
Source: IncentFit engagement data, 2024-2025
The takeaway? Employees want employee wellness solutions that are flexible, personal, and support holistic well-being, not just access to a treadmill through a gym discount.
Do Employee Wellness Programs Work?
Yes – but only when they’re designed with intention.
According to recent studies, 49% of employers say their wellness initiatives improved employee health behaviors, and 62% saw reductions in healthcare costs over time.
Another study found that 95% of companies reported a positive ROI after investing in holistic wellness solutions.
So yes, employee wellness programs work. But a gym discounts by themselves aren’t a wellness program.
Expanding Wellness Beyond the Gym
A successful employee wellness program should reflect the reality of modern life. Not everyone has time, interest, or access to a gym. And wellness isn’t just about working out, it’s about feeling supported, seen, and equipped to thrive.
That’s why modern wellness programs need to be flexible, inclusive, and built around the whole person, not just their gym habits.
Here are six ways your wellness program can go further:
- Mental Health Support
- Financial Wellness
- Inclusive Movement
- Wellness that Builds Culture
- Individual or Personalized Goals
- Reduce HR Workload
Mental Health Support
Apps like Calm and Headspace are great, but access isn’t enough. Pair mental health resources with:
- Wellness stipends for therapy or mindfulness tools
- Low-effort stress-reduction challenges
- Participation-based incentives
For more ideas, check out our recent webinar, Reframing the Mental Health Conversation in the Workplace.
Financial Wellness
Money stress impacts everything – from productivity to retention. Even small actions like 401(k) check-ins, student loan sessions, or financial coaching / planning sessions can have a major impact.
Looking to implement financial wellness in your workplace? Read a recent blog, Workplace Financial Wellness Tips for Employee Well-being.
Inclusive Movement
Not everyone wants to lift weights or run 5Ks. Improve inclusivity by allowing employees to earn credit for walking, swimming, dancing, gardening or even yoga in their living room.
With IncentFit,’s built-in GPS verification and wearable syncing, physical activity participation is easy to track – no spreadsheets, no guesswork.
Wellness that Builds Culture
Wellness challenges can do more than boost step counts. They bring teams together, whether through BINGO boards, hydration streaks, or company-wide Adventure Clubs. Challenges create opportunities for connection, camaraderie, and some friendly competition.
Individual or Personalized Goals
People are more likely to engage when wellness feels relevant, not generic. Programs like IncentFit help employees build personal wellness goals based on their activity, needs, and preferences. When your program adapts to the individual, participation follows naturally.
Reduce HR Workload
Manual tracking and receipt collection adds friction. With the right employee wellness platform, everything from verification to reward disbursement is automated.
If your program only supports gym-goers, you’re leaving a lot of people out. Workplace wellness solutions like IncentFit meet people where they are.
How to Build a Better Wellness Program
Starting a workplace wellness solution doesn’t have to be overwhelming. Follow this 5-step roadmap to build something meaningful and measurable.
- Evaluate Your Team’s Needs
- Set Clear, Measurable Goals
- Choose the Right Platform
- Pilot, Learn, Refine
- Communicate and Reinforce
Evaluate Your Team’s Needs
Run a quick survey to identify what your people value most: flexibility, movement, mindfulness, etc. Send out a simple survey to understand what your employees value:
- Are they more interested in movement, mindfulness, or mental health?
- Do they want flexibility?
- How comfortable are they using apps or digital wellness platforms?
Set Clear Goals
Whether it’s reducing absenteeism or improving engagement, anchor your program in real outcomes.
Goals may include items such as:
- Reduce absenteeism by 10%
- Improve engagement scores
- Increase participation in preventive care by 25%
Document these KPIs and review them quarterly.
Choose the Right Platform
Look for an employee wellness platform that:
- Supports multiple physical activities, not just gyms
- Verifies participation automatically
- Offers flexible reward types (cash, HSA, gift cards, etc.)
- Integrates with payroll and HRIS tools
Pilot, Measure, Refine
Start small, track participation and satisfaction, and evolve based on what’s working.
Communicate and Reinforce
Use your internal channels (Slack, email, intranet) to remind people regularly. Recognition and small nudges go a long way in driving participation.
Choose the Right Platform
A strong employee wellness platform makes or breaks your program. Unlike traditional wellness solutions, comprehensive platforms streamline management and track real participation. Plus, you’re not limited to just gyms; instead, you can support walking groups, virtual fitness classes, nutrition coaching, and more.
Instead of tracking gym reimbursements or negotiating corporate gym membership programs, they should:
- Support holistic wellness (physical, emotional, financial)
- Offer customized programs
- Are mobile-first and easy to use
- Offer flexible reward structures (cash, gift cards, insurance credits)
- Automate admin tasks
- Provide real-time reporting
For every dollar companies invest on employee wellness programs, they can expect an average ROI of $3.27, especially when using data-driven platforms.
IncentFit helps employers meet people where they are – whether that’s at the gym, on a walking trail, or practicing mindfulness at home, we offer flexible employee wellness solutions that reflect the full spectrum of wellness.
Final Thoughts and Your Next Steps
Your employee wellness program should reflect your culture, not just your benefits budget. Gym discounts and gym reimbursements are a start, but they’re not a solution. By using the right tools and prioritizing personalization, you can create a workplace wellness solution that improves retention, drives engagement, and delivers lasting results.
Ready to upgrade your wellness strategy? Book a demo with our Benefits Specialist to see how you can build a more inclusive, personalized, and results-driven wellness program (with less admin lift and better outcomes).
Frequently Asked Questions
Q: Are gym discounts still worth offering?
A: They can be a nice addition, but only when part of a broader program. On their own, they often leave out employees who don’t use traditional gyms.
Q: What’s the ROI of expanding beyond fitness-only perks?
A: Companies that invest in holistic employee wellness solutions see better participation, improved morale, and even reduced claims over time. It’s not just about exercise, it’s about long-term well-being.
Q: What activities can be included in a flexible wellness program?
A: With IncentFit, companies reward everything from walking and yoga to preventive care, financial coaching, and mindfulness apps.
