8 Effective Solutions for Reducing Cardiovascular Disease in the Workplace

How employers can reduce risk and improve outcomes of cardiovascular disease

About half of U.S. adults have some form of cardiovascular disease—and many don’t even know it. Many people don’t experience or recognize symptoms, which is why taking preventive action is so important.

The CDC has reported that the workplace is linked to about 10-20% of all cardiovascular disease-related deaths for working-age populations.

Breaking down the impact of cardiovascular disease on employers

The health of your workforce
Heart disease can significantly impact your people’s health. They may experience increased stress, anxiety, and reduced quality of life, all of which can result in poor work performance.

Absenteeism and loss of productivity
Cardiovascular disease can contribute to increased absenteeism, presenteeism, and declined productivity—with an estimated $147 billion in annual financial losses for organizations.

Health care costs
Studies estimate the direct medical costs for treating heart disease in the U.S. are around $216 billion annually.

The role of workplace stress, sedentary behavior, and unhealthy habits

Workplace stress
On-the-job stress is associated with an elevated risk of cardiovascular disease. Risk factors to watch for include long hours (especially night or rotating shifts), low job control, work-life imbalance, job insecurity, and a lack of social support. If employees lack access to health insurance, that too can elevate risk.

Habits that elevate the risk for heart disease

Smoking
Smoking is a major risk factor for heart disease and can be exacerbated by workplace stress. Smokers are 2-4x more likely to develop cardiovascular disease than non-smokers.

Poor diet
Meals and unhealthy snacks, often available in workplace settings, can contribute to obesity, high cholesterol, and poor outcomes. About 30% of cardiovascular disease-related deaths are linked to poor diet.

Lack of physical activity
Sedentary lifestyles increase risk. Around 35% of cardiovascular disease-related deaths are associated with physical inactivity. And, employees who sit for long periods—10+ hours a day—face a 40-60% greater risk of heart failure and cardiovascular death.

Importance of employer involvement in addressing heart disease

Employers play a critical role in preventing and managing cardiovascular disease by building supportive environments that promote healthy behaviors and provide resources to improve outcomes and well-being.

Strategies for employers to promote heart health

1. Root solutions in behavioral science
Sustainable outcomes are more likely when benefits strategy is anchored in behavior change. A proven behavior-change program that’s tailored to individual needs, lifestyles, and goals will have a higher rate of engagement, leading to improved clinical results.

2. Cast a wide net through preventive care
A concerning amount of employees are undiagnosed or unaware of their risk of developing a chronic condition. For example, about half (46%) of people with hypertension are aware that they have it. Without proper treatment and management, these employees will shift along the acuity spectrum, increasing their risk for more serious health conditions such as heart failure, stroke, and other health issues. Preventive care is an effective tool to shift participants to other side of the acuity spectrum, reducing the risk of cardiovascular disease for a much broader population.

3. Encourage physical activity
Because over one-third of cardiovascular events are tied to physical inactivity, supporting and encouraging employees to engage in physical activity is a cornerstone to addressing heart health.

• Provide tools, resources, and support for physical activity through expert guidance, behavioral skill building, and community accountability.
• Promote physical activity with reward incentives that are designed to fuel motivation and engagement.
• Offer opportunities for movement through walking meetings, on-site fitness centers, gym reimbursements, or group fitness activities.

4. Promote healthy eating habits
There are many ways to provide support for employees to build long-lasting skills for healthy eating.

• Provide educational resources and tools that support non-restrictive nutrition support for individualized, balanced, and varied dietary patterns that accommodate diverse preferences and cultural backgrounds.
• Offer access to Registered Dietitians for guidance or nutritional counseling with personalized nutrition plans.
• Give healthy food options in cafeterias, break rooms, and vending machines.

5. Help employees manage workplace stress
Mental and physical wellness directly impact each other. Stress is a major risk factor for heart disease, so supporting your people’s emotional and mental wellbeing has a direct effect on their cardiovascular health.

• Impact both physical and mental health with behavior-change: Because of the mind/body connection, a program rooted in behavioral science can improve multiple factors that contribute to stress, such as sleep, diet, physical activity, coping mechanisms, weight, or chronic condition risk.
• Offer resources that mitigate stress and promote resilience: Promote wellness benefits that support emotional and mental health such as therapy or programs/apps that encourage mindfulness or meditation.
• Encourage work-life balance: Utilize flexible scheduling, PTO, or “no-meetings” days to mitigate workplace stress and improve company culture.

6. Provide full-spectrum obesity management across all acuity levels

Obesity is among the leading causes for cardiovascular disease, increasing the risk of hypertension, coronary heart disease, heart failure, and strokes. And while an obesity management program is an essential component of a benefits strategy, not all programs are created equal. A science-based, proven program with the following features can be a powerful preventative measure to reduce the risk of cardiovascular disease for employees.

• Science-based lifestyle-change: Ensure that the program has skill-building rooted in behavioral science with education, coaching, community, accountability measures, and tailored content.
• Personalized education: For better engagement (and therefore clinical results), ensure that employees have ongoing learning about nutrition, movement, emotional health, and weight management that’s personalized to their unique needs and lifestyle.
• Relevant incentives: Offer rewards that fuels motivation and encourages on-going participation in wellness programs.

7. Support employees taking GLP-1s

Research shows GLP-1 medications offer multiple benefits beyond weight loss and type 2 diabetes, including cardiovascular, liver, sleep apnea, cognitive function, and mental health. For instance, the SELECT trial found that their use was associated with a 20% reduction in major adverse cardiac events. Supporting individuals who are taking GLP-1s with education, coaching, and behavioral support helps them sustain results and improve long-term health.

8. Use data to improve outcomes through monitoring and tracking

Consider a solution that helps track health outcomes and engagement:

• Engagement: Measure how many people are using the program.
• Risk factor changes: Track metrics like blood pressure and cholesterol.
• Health outcomes: Evaluate how programs affect healthcare costs and productivity.
• Employee feedback: Collect employee insights through surveys or focus groups.

The long-term benefits of investing in employee heart health

Heart disease remains the leading cause of death in the U.S., but research shows that with medical support and lifestyle changes, up to 80% of cardiovascular disease is preventable. For employers, that prevention can begin in the workplace. Investing in cardiovascular health can lead to stronger engagement, lower healthcare costs, better productivity, and a healthier organizational culture.

Looking for more information? Learn how Wondr Health partners with employers and health plans to reduce risk and improve outcomes here.