News from our Accredited service providers


Taking a comprehensive approach to well-being, 2016/09/15


Whether in London, Los Angeles or Lagos, employees are faced with the same risks when it comes to health. Health problems related to lifestyle, such as stress and chronic diseases, are common in all developed countries across the world; they are a detriment to productivity, and they increase absentee rates and healthcare expenditure.

For a general well-being program to enable employees to improve their health and make positive changes to their lifestyle, it must have four key components. The first must concentrate on healthy employees, with assessments and screenings, for example, as well as health information and exercise or weight loss challenges. The program must also focus on healthy employees who could be at risk. This means employees who, according to assessments, have weaknesses in their lifestyle such as smoking, a poor diet or a lack of exercise, factors which could all lead to health problems in the future.

The third component must target employees who already face health problems, supporting them through an accompanying program for sufferers of chronic conditions. These measures can help employees to manage their illness and live as normal a life as possible. The fourth component addresses serious illnesses and aims to offer personalized treatment and support, ensuring that affected employees benefit from the most appropriate care.  

At Cigna, we have developed personalized well-being programs to offer organizations the tools they need to reduce absenteeism and increase the productivity of employees, and, ultimately, that of the organization.

Javier Cano, General Director of Global Health Benefits in Europe for Cigna