As the cost of health insurance in the workplace continues to rise, more and more employers are considering wellness programs at work. There are many different types of programs offered today with some being much more involved and proactive than others. The idea behind them is simple. A great deal of research suggests that a significant amount of illness and corresponding claims costs in the United States is directly preventable or avoidable. In fact, the New England Journal of Medicine reported that researchers have estimated that preventable illness makes up as much as 70 percent of the burden of illness and associated costs. In other words, lifestyle choices and resulting illnesses contribute to the current burden on the health care system in a major way.

So, in light of this reality, wellness programs are increasingly being offered and encouraged in the workplace as a way to proactively educate, inform and encourage people toward healthy lifestyle choices. Also, these plans encourage taking preventive measures such as age-appropriate screenings, immunizations, blood pressure and cholesterol checks, as well as other measures.

It's well-known that obesity has become a serious health issue for many Americans. According to the Centers for Disease Control and Prevention, almost 20 percent of American adults are considered obese, and more than half of all Americans are overweight.

In addition, many in our population are largely sedentary. According to a Surgeon General's Report on Physical Activity and Health, more than 60 percent of adults do not achieve the recommended amount of regular physical activity, and 25 percent of all adults are not active at all. Also, about half of youths in this country are not active on a regular basis.

As a result, wellness plans are being introduced to inform, educate and even offer incentives for employees to maintain a healthy weight through programs such as Weight Watchers, and offering gym memberships at a discount.

Another behavior that can lead to increased illness and associated medical costs is smoking. Despite overwhelming evidence, tobacco use continues to be popular. Since the release of the Surgeon General's Report on Smoking and Health in 1964, Americans have consumed 17 trillion cigarettes, and approximately 10 million Americans have died from smoking-related causes. Sadly, the American Cancer Society estimates that some 3,000 young people begin smoking every day. To combat this issue proactively, wellness plans can make available smoking cessation plans and encourage people to participate in a variety of ways.

There are many studies that suggest that poor health habits can take an enormous toll on American business in cost, absenteeism and reduced productivity. In light of this, it makes sense that employers have a vested interest in health-related issues. Because private employers and employees are the primary buyers of health care through the insurance premiums they pay together for coverage, it makes a great deal of sense to address individual health and well-being.

Do these wellness programs really work? Steven Aldana, an expert in the field, reviewed 54 studies on the financial impact of work site health promotion. He notes that reported reductions in medical care costs and absenteeism are significant in most cases, and that almost all of the studies state that health promotion programs can reduce employee-related health care costs and absenteeism.

Craig Vaughn is director of sales for David Benefit Consulting, a division of David Insurance Agency, which has offices in Racine and Kenosha. David Insurance is a full-service, independent insurance firm providing risk management and benefit consulting services to client companies and individuals throughout Wisconsin and northern Illinois.