Researchers tested whether a special workplace health program could help employees live healthier lives. The program included activities to encourage exercise, better eating, stress management, and other healthy habits. They studied 173 employees from four Dutch companies over one year. Surprisingly, the program didn’t improve overall health habits. In fact, people in the program drank more sugary drinks than those who didn’t participate. The researchers think the program didn’t work because employees didn’t spend enough time with it, and the activities weren’t done the way they were supposed to be.
The Quick Take
- What they studied: Does a workplace health program that combines activities for individuals and the whole organization help employees develop healthier habits?
- Who participated: 173 employees from four organizations in the Netherlands, divided into two groups—one that received the health program and one that didn’t
- Key finding: The program did not improve overall healthy lifestyle habits. Unexpectedly, employees in the program actually drank more sugary drinks than the control group (nearly 3 times more likely after 12 months).
- What it means for you: Workplace health programs need careful planning and consistent participation to work. A program that isn’t fully implemented or doesn’t get enough employee participation may not help—and could even have unintended effects. Talk to your workplace about how well any health program is actually being carried out.
The Research Details
This was a cluster randomized controlled trial, which is one of the strongest types of research studies. Researchers divided four companies into two groups: one group received the health promotion program, and the other group did not. They measured employees’ health habits at the start, after six months, and after one year. The program focused on two main health behaviors and included activities designed to help both individual employees and the entire organization promote healthy living. Researchers used surveys to track twelve different aspects of lifestyle, including exercise, eating habits, stress levels, smoking, drinking alcohol, and sleep quality.
This research design is important because it shows real-world results in actual workplaces rather than in controlled laboratory settings. By following the same employees over time, researchers could see whether changes actually happened. The cluster design (assigning whole companies rather than individual employees) reflects how workplace programs actually work in practice.
This study has several strengths: it used a control group for comparison, it followed people over time, and it was conducted in real workplaces. However, the study size was relatively small (173 employees), and the researchers noted that the program wasn’t fully implemented the way it was designed. This means the results might have been different if the program had been carried out more completely. The study was registered before it started, which is a good sign of research quality.
What the Results Show
The main finding was disappointing: the workplace health program did not improve employees’ overall lifestyle habits. When researchers looked at all twelve lifestyle measures combined, there was no meaningful difference between the group that received the program and the group that didn’t. This was true at both the six-month and twelve-month check-ins. The researchers had expected that combining activities at both the individual level (like personal fitness challenges) and the organizational level (like company-wide wellness initiatives) would create a stronger effect, but this didn’t happen in this study.
When researchers looked at individual health behaviors separately, they found one concerning result: employees in the intervention group actually drank more sugary drinks over time compared to the control group. After twelve months, people in the program were nearly three times more likely to consume sugary drinks regularly. This unexpected finding suggests the program may have had an unintended negative effect. The program did not significantly improve physical activity, nutrition overall, mental balance, smoking rates, alcohol consumption, or sleep quality.
Previous research has shown that workplace health programs have small to moderate positive effects. This study suggests that simply combining individual and organizational activities isn’t enough to guarantee success. The lack of effectiveness here contrasts with some other workplace wellness research, though many studies do show that poorly implemented programs often fail to produce results. The finding about increased sugary drink consumption is particularly noteworthy because it wasn’t expected and suggests that programs need careful monitoring for unintended consequences.
The researchers identified several important limitations. First, employees didn’t spend enough time participating in the program activities—the exposure was too short. Second, the program wasn’t implemented the way it was designed; the companies didn’t follow all the planned activities. Third, the study only included 173 employees from four organizations, which is a relatively small sample. Fourth, the researchers couldn’t track whether individual employees actually participated in the activities. Finally, the study only lasted one year, so we don’t know if longer programs might work better.
The Bottom Line
Based on this research, workplace health programs should be: (1) fully implemented as designed, (2) given enough time for employees to participate meaningfully, and (3) carefully monitored for both intended and unintended effects. If your workplace offers a health program, ask questions about how well it’s being carried out and whether participation is actually happening. Don’t assume a program is working just because it exists. Confidence level: Moderate—this is one study, and more research is needed.
Employers and workplace wellness coordinators should pay close attention to this research. It shows that simply creating a health program isn’t enough; the program must be properly implemented and employees must actually participate. Employees should care because it suggests they should ask critical questions about their workplace wellness programs rather than assuming they’re effective. Healthcare providers may want to discuss this with patients who rely on workplace programs for health support.
This study measured changes over twelve months, and no improvements were seen even after a full year. If a workplace program is going to work, meaningful changes should start appearing within three to six months. If you don’t see improvements in your own health habits after participating in a workplace program for six months, it may not be effective for you.
Want to Apply This Research?
- Track the specific health behaviors the workplace program targets (such as daily steps, servings of fruits and vegetables, glasses of water, or hours of sleep). Use the app to record these daily and compare your progress month-to-month. This gives you concrete data about whether the program is actually helping you personally.
- If your workplace offers a health program, use the app to set one specific, measurable goal related to that program—for example, ‘Walk 10,000 steps daily’ or ‘Drink water instead of sugary drinks.’ Log your progress daily in the app. This keeps you accountable and helps you see if the program is working for you individually, even if it doesn’t work for everyone.
- Create a baseline measurement in the app right now (before or at the start of any workplace program). Then check in every two weeks to see if you’re moving toward your health goals. After three months, review your data to decide if the program is actually helping you. If you’re not seeing improvement, consider whether you need a different approach or more support.
This research shows that one particular workplace health program did not improve employee health habits and may have had unintended effects. However, this is a single study with a limited number of participants. Results may not apply to all workplace programs or all employees. If you’re considering participating in a workplace health program or making changes to your health habits, consult with your healthcare provider or a qualified health professional who knows your individual health situation. This information is for educational purposes and should not replace professional medical advice. Always talk to your doctor before starting a new exercise program or making significant dietary changes.