A wellness benefit with 8% participation and a wellness benefit with 60% participation cost roughly the same to license. Only one of them does anything for absenteeism, healthcare trend, or retention.
Participation is the whole model
Gym-reimbursement and points-based programs concentrate their value on employees who were already active. Everyone else - the majority, in most workforces - sees a benefit that doesn't apply to them and stops opening the app within the first month. Low participation isn't a rollout problem to fix with better internal marketing; it's a design problem, because the program only recognizes one kind of movement.
What inclusive, activity-based design changes
When walking, cycling, and swimming all count toward the same token system today - with more activity types coming soon - participation stops being limited to people who identify as "gym people." That's the difference between a benefit line item and a program that measurably moves absenteeism and engagement numbers.
What employers actually see
Acteamity's employer portal reports total employees, tokens earned, and reimbursable value - aggregated, program-level metrics. It does not report which activities employees did or any individual health data; that stays private to the employee. Finance and HR get the ROI signal they need without employers ever seeing individual activity data.
Putting a number on it
If you're building the business case internally, the calculation to bring to Finance is straightforward: current absenteeism cost, current participation rate on existing wellness spend, and the delta a genuinely inclusive program would need to produce to pay for itself. Book a demo and we'll walk through that math for your headcount.