The total annual economic cost of overweight and obesity in the United States and Canada, in medical, excess mortality and disability costs, has reached $300 billion, according to a report from the Society of Actuaries (SOA).
The SOA reviewed 500 separate research articles published over the last three decades on obesity and overweight and their connection to various health conditions. Medical conditions with a statistically significant relationship to overweight and obesity include cardiovascular impairments, diabetes, hypertension, cancer, kidney disease, osteoarthritis, and sleep apnea.
Looking at the U.S. alone and based on BMI (body mass index) measurements, just over a third of the adult population is considered overweight and nearly another third is considered obese. These figures overall represent an increase of about 50% from the early 1960s in the number of Americans who are overweight or obese.
As to the impact of overweight and obesity on U.S. businesses, the following data emerged:
Business impact
- At least 43% of all health care spending by U.S. businesses is associated with obesity; the impact varies by disease, with obesity driving health care spending for diabetes the most.
- Annual workers' compensation claims costs for overweight employees are about 80% higher than for employees with a BMI in the normal range; the increase is about 161% for obese employees and continues to rise with higher BMI.
- Several studies examined health care expenditures by BMI and consistently found that annual per-person health care costs rise with higher BMI. One study using data from 1989 to 2002 estimated additional annual medical costs of $1,458 for obese women and $406 for obese men.
- Overweight and obesity increase disability rates and lengthen recovery time from disabling medical conditions.
- The total cost attributable to lost productivity from excess death, disability, and work-related injuries related to overweight and obesity is approximately $177 billion annually in the U.S.
Statistics such as these strengthen the case for making workplace efforts to enable and motivate employees to get and stay fit. Many effective steps are inexpensive and practical.
Workplace wellness ideas
- Encourage employees to choose the stairs instead of the elevator by making stairwells attractive or using them to post employee photos, brief news items, or lighthearted content.
- Hold daily afternoon breaks and play 10 minutes of upbeat music with someone leading simple movements, followed by a piece of fruit for participants.
- Install bike racks in preferred parking positions or permit employees to store bikes inside the building during the workday.
- Stock vending machines with water and healthy snack options.
- Sponsor a company softball, bowling, or soccer team to promote activity and team building.
- Organize employees to participate as a group in local fundraising walks or runs.
- Check with local gyms or fitness facilities about group discounts for employees.
- Partner with your health benefits carrier to promote any wellness, nutrition, or fitness programs and resources covered under your company's plan.
In addition to improved employee health, many of these ideas build team cohesion and goodwill, and happier employees are often healthier employees.
Frequently Asked Questions
How does obesity affect employer costs?
Obesity raises employer costs through higher health care spending, increased workers' compensation claims, greater disability, and lost productivity.
What low-cost wellness initiatives can employers start with?
Low-cost initiatives include promoting stair use, scheduling short activity breaks, stocking healthier vending options, and organizing group walks or recreational teams.
Can workplace wellness programs reduce health care spending?
When well-designed and sustained, workplace wellness programs can improve health outcomes and may reduce some employer health care and productivity costs over time.
Are there privacy or legal concerns with wellness programs?
Programs should protect employee privacy and avoid mandatory medical requirements; consult HR or legal counsel for guidance on program design and compliance.