Internet & Social Media Law Blog
With every day that passes under various shelter-in-place and similar orders, life before COVID-19 seems less and less familiar. Yet prior to the pandemic, businesses were just starting to recognize and deploy an employee benefit demand that went beyond the traditional employer offerings of health insurance, life insurance and 401k contributions—holistic wellness. A decidedly positive, albeit fragile, trend was emerging that prioritized mental health and community building in the workplace. It was not uncommon in small and large companies alike to see direct offerings, stipends or discounts for meditation, therapy, yoga, gym memberships, life coaches, meal plans, etc. More than ever, wellness in the workplace was being recognized as being about more than sick days and family leave—it can be key to remaining competitive in drawing talent and, in turn, enabling sustained growth. As tellingly, health insurance providers were rolling out and investing in preventative health programs—becoming more aware that their own long-term savings were tied to having a healthier pool of participants.