Brazil Employee Benefit Trends Study 2018

Chapter 3
Wellness: a big opportunity


Brazil's state health system was negatively affected by the 2016 recession. Since then through a combination of public policies and its Unified Health System, Brazil has significantly improved access to medical care for a majority of its population, but more can be done to eradicate health inequalities there.

The EBTS results confirm this idea. They show that a high proportion of employees in Brazil look to their employer to help maintain their wellness — and prevent them from having to access acute medical services. We found 92% of employees believe their company’s wellness program has had a positive health impact on them, whether or not they highly "valued" the specific options on offer.

Healthier workplaces increase retention

Participation in wellness programs may deliver higher levels of satisfaction, loyalty and productivity.

Employee participation in wellness program:

Employees need wellness choice

The ideal approach to wellness could be a comprehensive program that helps employees all along the health spectrum — from education and awareness, to prevention and screening, to behavioral change and, as necessary, health intervention.

Our study found that employers and employees rank emotional conditions like stress and depression in their top five health concerns. This suggests a shift in focus to encompass more mental and preventive types of programs are warranted.

Prioritize programs that target needs

Employees are not a homogenous group. While some wellness benefits cross generational boundaries — on-site clinics, for example — others suit different age groups.

"How interested are you in these programs?"

The case for wellness programs

Two important issues reported by employers are:

  1. Controlling escalating healthcare costs (two-thirds of employers are challenged by increasing costs at their companies)
  2. Building a healthy and productive workforce.

Nearly 45% of companies cite illness as a key reason for absenteeism (one-third more than lack of commitment) and across company sizes, almost every employer told us that managing health benefits costs was a top priority.

These challenges build a case for wellness. Employers that tackle the causes of illness can reduce absenteeism, offsetting the cost of their wellness initiatives.

Look beyond general stats: health can be personal

Benefits providers should be able to tailor data around claims with analytics that can help employers target their wellness activities. Relying solely on general market data can be misleading.

"How do you evaluate the main employee health and wellness concerns?"

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Have a responsibility for employee health and wellness

Percentage of employers agreeing:

82%
Encourage employees' healthy behavior is an important goal

Percentage of employers agreeing:

96%
I am satisfied with the job I have now

Participated
67%
Did not participate
47%
I am loyal to my employer

Participated
74%
Did not participate
69%
I feel both physically and mentally able to do my job

Participated
80%
Did not participate
71%

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Employee assistance programs

18-30 years old
24%
31-50 years old
21%
50+ years old
24%
Annual medical examination and cancer screening

18-30 years old
36%
31-50 years old
40%
50+ years old
54%
Gym subsidies or sponsorship of employee sports

18-30 years old
33%
31-50 years old
35%
50+ years old
23%
Health management for serious and chronic illnesses

18-30 years old
13%
31-50 years old
17%
50+ years old
29%
Nutrition and weight loss programs

18-30 years old
35%
31-50 years old
29%
50+ years old
31%

Looking for more global insights? Go to:benefittrends.metlife.com

How do you evaluate the main employee health and wellness concerns?

Data analysis

39%
How do you evaluate the main employee health and wellness concerns?

Overall market awareness

39%
How do you evaluate the main employee health and wellness concerns?

Treated cases / Company statistics / Empiric appreciation / Assistance revision

21%