Eight HR Experts Share Proven Ways to Build Wellness Stipends That Truly Support Employees
With workplace wellness becoming a top priority for employers, many companies are introducing wellness stipends—flexible reimbursements that help employees cover personal wellness expenses like fitness memberships, therapy, or mental health apps. These stipends offer a thoughtful way to show support for employees as whole people—not just as workers.
To help businesses design effective programs, eight leading members of the Forbes Human Resources Council shared expert insights on what makes a wellness stipend program successful, inclusive, and sustainable.
Meet the Experts and Their Insights:
William Stonehouse III – President, Crawford Thomas Recruiting
“Start With a Survey—Then Make It Simple and Inclusive”
William Stonehouse emphasizes the importance of listening first. He recommends HR leaders begin by surveying employees to uncover their unique wellness needs. With that input, companies can then create flexible, easy-to-access stipends that support everything from gym memberships to mental health apps. Stonehouse says the key is to keep the program simple, inclusive, and user-friendly, so employees feel genuinely cared for. His practical, people-first advice reflects the core mission of Crawford Thomas Recruiting—to support individuals while helping businesses grow.
Successful wellness stipend programs begin with clear definitions of what expenses are eligible and a strong communication plan to ensure employees understand how to use them. Flexibility, accessibility, and continuous feedback help keep the program aligned with employee needs.
Offering broad wellness categories—such as fitness, mental health, or hobbies—gives employees the freedom to choose what supports their personal well-being. Streamlined reimbursement processes or prepaid cards can increase participation and ease of use.
Equity and personalization are critical. Programs should reflect real-life experiences and accommodate employees across various life stages, income levels, and caregiving responsibilities.
Employee input should shape the design of stipend offerings. Partnering with a diverse range of vendors helps promote inclusivity and accessibility for all team members.
A budget-driven approach can also be effective. Allocating a set amount per employee allows individuals to prioritize the wellness resources most valuable to them, while helping organizations stay within budget.
Strong communication and education are essential to ensure employees understand the value of the program. Continual evaluation and updates based on usage data and feedback will keep the program relevant and impactful.
Finally, the most effective programs focus on ease of access, inclusivity, and constant improvement—ensuring they grow alongside the evolving needs of the workforce.
Why This Matters to Our Clients at Crawford Thomas Recruiting
We’re proud to see our President, William Stonehouse III, featured alongside such impactful HR leaders. His insight reinforces what we see daily in our recruiting work: companies that invest in employee wellness attract and retain top talent.
Wellness stipend programs aren’t just perks—they’re a reflection of a company’s values. A well-crafted stipend shows that you understand and care about your team’s overall health, happiness, and productivity.
Whether you’re building your first wellness benefit or refining an existing one, we encourage you to take a simple, survey-based, and employee-focused approach—just like William Stonehouse III advises.
At Crawford Thomas Recruiting, we believe great hires thrive in great environments. Wellness programs like these are one of many steps toward creating a workplace where top talent can do their best work—and stay long-term.