Workplace wellness days gain momentum as employers rethink employee health support

As operational pressures rise, employers are turning to on-site wellness days to improve access to preventative care and support workforce resilience.

As stress, burnout and chronic health risks continue to rise in the workplace, companies across sectors are increasingly re-evaluating how employee wellbeing fits into operational realities. One approach gaining renewed attention is the use of onsite workplace wellness days, which bring preventative healthcare services directly to employees during working hours.

Global research suggests that when wellness initiatives are accessible and thoughtfully implemented, they can contribute to improved health awareness, employee engagement and, over time, organisational resilience. According to a review published in JAMA, workplace wellness programmes have been associated with healthier behaviours and improved self-reported wellbeing, even where short-term cost savings are less clear1.

“In high-pressure environments, well-being is often discussed, but not always easy to operationalise,” says Ryan Gaines, CEO of City Logistics. “The challenge is creating access to care without adding another burden to employees’ time or energy.”

Bringing healthcare into operational environments

In sectors such as logistics, manufacturing and transport, employees often work long or irregular hours, making it difficult to attend routine medical appointments. This has prompted some employers to explore on-site wellness days as a way to reduce barriers to preventative care.

At City Logistics, wellness days form part of a long-standing employee wellbeing focus. For several years, the company’s workforce has had access to annual mobile wellness clinics organised by the National Bargaining Council (NBC), which are available nationwide. More recently, Discovery Wellness Days have been hosted at select branches, including Durban and Cape Town.

“The value of onsite wellness days is fundamentally about accessibility,” remarked Gaines. “If healthcare remains something employees must manage entirely outside of work, many simply won’t engage with it, especially in physically demanding roles.”

Participation at recent Discovery Wellness Days averaged around 100 employees per site. NBC clinics continue to operate nationally, with participation and health information managed independently to ensure confidentiality.

What the research shows

Evidence from international studies suggests that wellness initiatives can play a role in supporting workforce health when they focus on prevention and participation rather than surveillance.

• A review by Corporate Wellness Magazine found that wellness days offering health screenings and lifestyle guidance can improve health awareness and contribute to higher engagement, particularly when participation is voluntary and non-punitive.
• Research published by Harvard-affiliated economists has shown that while wellness programmes may not immediately reduce healthcare costs, they can improve employee morale and self-reported health behaviours over time1.
• Studies examining workplace mental health initiatives indicate that access to stress management and mental well-being support can strengthen organisational culture and resilience, particularly in high-stress industries.

Experts caution, however, that outcomes depend heavily on how programmes are designed. Wellness initiatives perceived as compulsory or performance-linked can undermine trust and participation.

A holistic approach to wellbeing

City Logistics positions its wellness days as part of a broader, non-transactional wellbeing strategy. Services available during wellness days typically include blood pressure and glucose screenings, lifestyle and fitness guidance, mental health support and HIV testing, delivered through partnerships with healthcare and wellness providers.

“Screenings are not about tracking outcomes or ticking boxes,” explained Gaines. “They’re about awareness and early identification, with referrals handled confidentially and respectfully.”

Beyond physical health, City Logistics also offers on-site financial wellness support, including consultations with banks and financial advisors focused on everyday financial planning, retirement preparation and investment guidance.

“Wellbeing doesn’t exist in silos,” said Gaines. “Physical health, mental strain and financial stress are deeply connected. Addressing one without acknowledging the others limits the impact.”

Trust, privacy and long-term thinking

Participation in wellness days at City Logistics is voluntary, and the company does not collect individual attendance data or health outcomes. According to the organisation, this approach is intentional.

“If employees feel monitored, they disengage,” he said. “Wellness only works when people trust the process and feel respected.” Rather than linking wellness days to short-term performance metrics such as absenteeism or incident rates, the company views them as a long-term investment in people.

In industries that rely on consistent attendance, focus and safe performance, the argument for workplace wellness is increasingly framed not as a benefit, but as part of responsible workforce management.

“Ultimately,” concluded Gaines, “supporting employee wellbeing is not separate from running a sustainable operation. It’s integral to it.”

Sources:

https://jamanetwork.com/journals/jama/fullarticle/2730614 https://www.corporatewellnessmagazine.com/article/the-benefits-of-employee-wellness-days https://bmjopen.bmj.com/content/13/6/e071203