Employer provided health care continues to evolve, with more companies using the banner “wellness benefits”. Under this umbrella comes traditional medical coverage as well as mental health care, gym memberships and healthy snacks.
A surge in mental health benefits came about during and after the pandemic. “We were just coming out of Covid and realizing more employees needed additional assistance, and that we were not offering all the benefits we could,” Brittany Eyer, human resources senior director with Central Valley Builders Supply, said.
Brittany Eyer, senior director, human resources, Central Valley Builders Supply
The Napa-based building supply company, which has more than 200 employees, has offered fully paid counseling through an EAP, or employee assistance program, since 2021.
Another benefit at Central Valley Builders Supply that came out of the shutdown was expanding what is covered under fitness reimbursement. Instead of paying for a gym membership, the company gives workers $150 every six months after proving they went to the gym at least 65 days in that time period.
What changed during the pandemic is people were working out at home while gyms were closed. Starting then and continuing to this day Central Valley helps with offsetting the cost of home workout equipment such as Pelotons and treadmills—any device that can print data proving a workout was completed. “Ideally anything you can do to promote wellness is good all around,” Eyer said.
Mental health care
In a report released this year by ComPsych, the employee behavioral health and absence management services provider, the number of workers taking a mental health leave jumped 300% between 2019 and 2024. Leaves of absences for any reason rose 30% in that same time period.
The study showed that those who engaged in employer offered behavioral health programs, like an EAP, had shorter leaves than those who had not previously sought help. With EAPs the employer often pays for a set number of visits with a therapist—which can be in person or online. This is all confidential, with HR often not knowing how many people have taken advantage of the service.
More than three-quarters of employers are currently or in 2026 plan to offer digital stress management-resiliency resources, such as mindfulness and meditation apps, or apps based on the concepts of cognitive behavioral therapy, according to a report by Mercer, a company that helps businesses create a healthier and more sustainable future.
The report found 51% of companies plan to offer in-person or live online resources for stress management and resiliency.
Drea Helfer, CEO & Founder, DH Wine Compliance
DH Wine Compliance does more than provide an EAP. “(We offer) flexible education reimbursement for professional and personal growth, because mental well-being often comes from feeling challenged and supported in one’s career,” Drea Helfer, founder of the Windsor company, told the Business Journal.
Mike’s Bikes in Novato offers what it calls a “comprehensive EAP”.
EAPs may include legal assistance, financial and debt counseling, child and elder care services, aid with work-life balance, substance abuse, as well as marital or family help.
“We have an employee assistance program free for employees. It is a clearinghouse of resources for people’s lives,” explained Alaine Kalder, HR director at North Marin Community Services in Novato. “One of the biggest is free mental health counseling; five free sessions per year for everyone in their family. And they can have free consultations with an attorney and discounts on different purchases.”
W. Bradley Electric, also in Novato, believes a little physical wellness translates to a better mental outlook. That’s why the company encourages employees to take part in the what is usually a weekly company paid outing of twilight golf.
“Employees bond outside of work and it’s great for mental health,” HR Director Abigail Levine said. “Taking care of our people isn’t a perk—it’s a priority. As an employee-owned company, we believe our team’s well-being drives our success. That’s why we invest heavily in comprehensive wellness programs and cover 100% of employee medical, dental, and vision premiums and 75% for their families,” Levine said. “It’s one of the ways we live out our core value of ‘People First Always’ every day.”
Levin also believes the company’s wellness programs helps attract and retain employees.
Environmental consulting firm WRA Inc. of San Rafael pays for five mental health and five life coaching sessions for each staff member.
Traditional health benefits
Employer provided health benefits took off in the 1950s when the Internal Revenue Service code allowed this to be a business expense for companies and for it not to be a taxed benefit for workers.
According to information released in September by the U.S. Bureau of Labor Statistics, 72% of private industry workers had access to medical care plans, with 45% of employees participating. That’s what’s offered, not paid for.
It used to be the norm for companies to pay 100% of workers’ health insurance. That’s not as true any more. Still, some employees in the North Bay enjoy this perk. Blentech Corp. of Santa Rosa, which is an innovator when it comes to designing cooking and mixing applications, pays 100% of employees’ medical, dental and vision coverage. After six years of employment, it picks up 50% of the cost of dependents’ coverage.
One-hundred percent of medical is paid by Community Support Network for full-time workers. If a person opts out, then the Santa Rosa nonprofit pays 100% of the person’s dental coverage.
For those working less than a 40-hour week, CSN prorates what it pays for medical coverage based on the number of hours worked.
Somerston Estate of St. Helena and WRA Inc. also pay 100% of workers’ medical, dental and vision, while GC Micro Corp of Petaluma pays 100% of medical and dental for workers.
Beyond the ordinary perks
Santa Rosa’s Exchange Bank offers one-time reimbursements for employees looking to quit smoking and for weight loss programs.
GC Micro has an exercise facility at its Sonoma County office.
Mike’s Bikes pays workers 10 cents per mile whenever they ride their bike, not just to and from work. Employees also have access to demo bikes.
“At DH Wine Compliance, we believe that mental and physical well-being directly impacts how people show up—at work and in life,” Helfer said. “We reimburse employees up to $75 per month or $900 per year for wellness activities that support physical, emotional, and mental health. Eligible expenses include gym memberships, exercise classes or equipment, acupuncture, massage, chiropractic care, and emotional well-being therapy or instruction.”
If a gym requires an enrollment fee, DH will reimburse an employee once for up to $200.
About 68% of DH’s staff participates in the Health Full Life program, which was started 10 years ago to “encourage holistic health—recognizing that wellness is about more than fitness. It’s about flexibility, self-care, and balance.”
North Marin Community Services instigated a wellness reimbursement policy this year to help with expenses related to fitness, mental health and overall wellness.
Annually, workers may receive up to $250 reimbursement. They must write a few sentences explaining how their expenditure helped with their wellness. Kalder said the majority of the 77 employees participated. “Some were creative purchases like a whale watching trip with family members, a pottery class … less commonly thought of wellness things,” Kalder said. “We encouraged people to think broadly about what they thought wellness was for them.”
Massage, manicures and pedicures also qualified at NMCS.
W. Bradley Electric has a gym at its Novato headquarters and also has a reimbursement program for employees working out someplace else. “We also recognize that financial health plays a key role in overall wellness. That’s why, beyond our 401(k)-employer match and Employee Stock Ownership Plan (ESOP), WBE is proud to offer both profit sharing and annual bonus programs — reinforcing that when the company succeeds, our people share in that success,” Levine said.
