Mar 1, 2026
Loving your free lunch-hour gym workout? It may not be around for too much longer.
Many employers have been using corporate wellness perks, like gym reimbursements, meditation apps, and lifestyle stipends, as a selling point for their workers.
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But soaring health care costs are pushing some companies to rethink what they spend.
Family premiums for employer coverage are projected to reach nearly $30,000 in 2026, up from $26,993 in 2025, according to reporting from Business Insider. And in this moment of austerity and rising costs, optional wellness perks could be among the first to be cut (1).
Employees are already starting to feel the impact, as companies focus on essentials while trimming extras.
What’s being cut and why
Corporate wellness perks are on the chopping block. Spending on them dropped 19% per employee between 2023 and 2025, from $1,366 to $1,103, according to Data Ramp Capital (2).
One of the first things to go is often high-end gym memberships, with employers encouraging workers to try more affordable options like discount gyms or subscription platforms such as ClassPass and Wellhub. Mental health and lifestyle apps, meditation sessions, and other similar perks are also being scaled back.
A 2025 Wellhub survey found that only about 29% of employees were satisfied with wellness programs, down from 41% in 2024, suggesting that many perks are underused or hard to access (3). Similarly, a 2023 Deloitte study showed that nearly 70% of workers didn’t use the full value of their company’s well-being resources, because they were too confusing or time-consuming (4).
Instead of funding every trendy app or perk, companies want to know if they’re getting their money’s worth. If employees aren’t using a mental health platform, for example, budgets can be shifted toward core coverage, preventive care, or programs that reduce costs.
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WorldatWork reports that employers are looking for data-driven solutions that link wellness spending to measurable outcomes like lower absenteeism or reduced health care costs.
Josh Bersin, a global industry analyst, told Business Insider when it comes to corporate wellness programs, "I don't know that anybody's told me that it's paid off.”
“I don't hear companies saying, 'Our well-being program has been our secret to success," Bersin said. "So it does not surprise me that this got really overbuilt and overhyped" (1).
It’s an overall movement away from “nice-to-have” perks and toward benefits that directly impact health, productivity, and cost reductions, so that every dollar of wellness spending counts.
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How workers can protect themselves
Despite rising costs and perk cuts, employees don’t have to lose out. Here’s how to stay ahead:
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Maximize tax‑advantaged accounts: Take full advantage of Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs). These accounts let you set aside pre‑tax dollars to pay for qualified medical costs, cutting down your taxable income and helping to cover deductibles, copays, and prescriptions (5).
Use preventive care and wellness incentives: Routine checkups, immunizations, screenings, and other preventive services are often covered without additional cost under most employer plans. Getting regular preventive care can help catch health issues, potentially helping to avoid more expensive treatments later. Some plans also offer incentives for quitting smoking or participating in health screenings (6).
Choose cost‑effective care options: Consider using telehealth services or in‑network providers to cut costs. Virtual visits can be cheaper than in‑person care, and staying in‑network usually means lower bills. Be sure to compare facility and provider prices when possible and call your plan’s advice line to avoid surprise expenses.
Swap pricey perks for affordable alternatives: If your employer cuts gym reimbursements or app subscriptions, look to low‑cost or free options like local community centers, walking or running groups, outdoor workouts, and free fitness apps.
Corporate wellness programs aren’t completely disappearing, but they are changing. By understanding your benefits, prioritizing essential coverage, and switching to cost-effective options, you can maintain health and financial security even as companies tighten budgets and drop non-essential perks.
Article Sources
We rely only on vetted sources and credible third-party reporting. For details, see our editorial ethics and guidelines.
Business Insider (1); Data Ramp Capital (2); Wellhub (3); Deloitte (4); Healthcare.gov (5, 6)
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Jessica is a freelance writer with a professional background in economic development and small business consulting. She has a Bachelor of Arts in Communications and Sociology and is completing her Publishing Certificate.
