Companies with Corporate Wellness Programs: 28 Top Examples 2026

Companies with corporate wellness programs are organizations that fund, run, and measure structured health benefits spanning physical, mental, and financial wellbeing. The strongest treat wellbeing as core infrastructure and prove outcomes with data. According to Alight’s 2025 research, 85% of employees have access to a wellness program, yet only about a third ever use it.

For HR teams, the real problem isn’t budget. It’s closing that participation gap. The companies in this guide closed it by treating employee wellbeing as a system to manage, not a line-item perk. Vantage Fit gives any size company the tools to do the same.

This guide breaks down 28 of them across seven industries: what each program does, the results it drove, and the corporate wellness program traits you can copy. If you are looking for vendors that run wellness programs rather than employers that offer them, see our list of corporate wellness companies.

28 Companies with Corporate Wellness Programs at a Glance

The table below groups all 28 programs by industry, with each company’s signature initiative and headline result. Scan it before weighing your own corporate wellness program cost.

Company	Industry	Signature program / focus	Headline result
Google	Technology	On-site fitness, resilience & mental-health resources	30,000+ employees viewed resilience training in under a month
Microsoft	Technology	Caring-manager training, mental-health days, hybrid wellbeing	Up to $1,500 a year per corporate employee for wellbeing (Perks+)
Salesforce	Technology	Meditation rooms, Lyra Health counseling, wellness reimbursements	Up to 12 covered therapy sessions a year per person
IBM	Technology	Resilience rooms, peer support, preventive health	8 in 10 of 200,000+ surveyed employees report feeling engaged (2025)
American Express	Finance & Insurance	Healthy Minds coaching, on-site screenings	Free counseling for colleagues and loved ones for over a decade
Bank of America	Finance & Insurance	Paid sabbaticals, wellness credits, caregiver support	21,000+ employees have taken a paid sabbatical since 2023
Aetna (CVS Health)	Finance & Insurance	Mindfulness & yoga at work	~$3,000 productivity gain per employee per year
Prudential	Finance & Insurance	Financial tools + emotional and mental-health support	74% of high-risk employees cut their health risks (2008 to 2010)
Marriott	Hospitality & Travel	TakeCare global wellbeing program	14,000+ hotel-based TakeCare Champions worldwide
Hilton	Hospitality & Travel	Thrive at Hilton: body, mind & spirit	Paid sabbaticals with grants of up to $5,000
Delta Air Lines	Hospitality & Travel	12 free counseling sessions a year, emergency savings program	$14M+ paid into 14,000+ employees' emergency savings
Southwest Airlines	Hospitality & Travel	Employee Assistance Program, wellbeing score, financial wellness	53% of employees on track for retirement income
Cleveland Clinic	Healthcare	Healthy Choice premium discount, chronic-disease focus	Target attainment rose from 6% to 44%; ~$180M saved
Kaiser Permanente	Healthcare	Total Health: fitness + nutrition + mental health	Up to $500 per employee when a whole region improves its health
Mayo Clinic	Healthcare	Clinician wellbeing, small-group resiliency sessions	15.5% drop in high depersonalization (burnout)
Bon Secours Mercy Health	Healthcare	Colleague Care teams, faith-based holistic wellbeing	One of 53 employers named for Excellence in Health & Well-being (2025)
Johnson & Johnson	Consumer Goods & Retail	Live for Life health & wellness	$2.71 return per $1; ~$250M saved over a decade
Unilever	Consumer Goods & Retail	Lamplighter health & productivity program	16% drop in hypertension across 76,000+ employees
Nike	Consumer Goods & Retail	Paid activity time, therapy and coaching through its EAP	Movement built into the culture
Target	Consumer Goods & Retail	Free mental-health sessions, 24/7 virtual therapy	8 free therapy + 8 free coaching sessions a year, household included
Deloitte	Consulting & Professional Services	Wellbeing subsidy up to $1,000/year, mental-health days	$1,000 a year per employee, spendable on what helps them recharge
Bain & Company	Consulting & Professional Services	Take Two sabbaticals, Headspace, therapy stipends	Two-month "Take Two" mini-sabbatical, open below partner level
Reed Smith	Consulting & Professional Services	#StopTheStigma, Calm subscriptions, wellness allowance	Open, stigma-free mental-health access
Booz Allen Hamilton	Consulting & Professional Services	Quarterly wellness challenges with HSA or paycheck rewards	HSA or paycheck contributions for quarterly wellness challenges
GE Aerospace (formerly General Electric)	Manufacturing & Industrial	HealthAhead: physical, emotional, financial, and social wellbeing	HealthAhead running since 2009, now with meQ, Calm, Grokker, and Lifesum
3M	Manufacturing & Industrial	Healthy Living Program: wellness resources and discounts	Wellness program open to part-time staff working 20+ hours a week
Caterpillar	Manufacturing & Industrial	On-site clinics, plant-floor biometric screenings	96% participation once premiums were tied to it
John Deere	Manufacturing & Industrial	Local wellness coordinators, telehealth, fitness challenges	8 free counseling sessions per issue, per year

What Do the Best Corporate Wellness Programs Have in Common?

Read across all 28 examples and the same five design choices keep surfacing: leadership buy-in, real incentives, social design, full-spectrum scope, and measurement. None of them depend on a large budget, and each is visible in programs run by companies of very different sizes. Treat them as a checklist for your own program.

1. Leadership buy-in. Every program here is funded and modeled from the top, not handed to one benefits coordinator. When leaders take part, employees read it as permission, not pressure.

2. Real incentives. RAND’s analysis found median participation near 20 percent without incentives, rising to about 40 percent once real rewards are attached. Points and gift cards employees want keep them engaged.

3. Social, team-based design. Solo step-counting stalls fast. Group challenges and team leaderboards turn wellbeing into something colleagues do together.

4. Full-spectrum scope. The strongest programs cover physical, mental, and financial wellbeing in one place. Building corporate wellness program ideas on one platform beats five point tools.

5. Measurement. The programs on lists like this are the ones that track participation and outcomes. If you cannot show what changed, you cannot defend next year’s budget.

Top Companies with Exceptional Workplace Wellness Programs

Below is a breakdown by industry, covering technology, finance, hospitality, healthcare, consumer goods, consulting, and manufacturing. Each entry shows how the company uses its program to improve employee health and support work-life balance, the result it reported, and the trait worth copying. Read the industry closest to yours first.

Technology

1. Google

Google prioritizes employee wellness with a holistic approach to health and wellbeing.

Key Wellness Initiatives

• Physical Wellness: Onsite fitness centers, healthy meals, and regular fitness classes.

• Mental Health: Mindfulness training, free counseling, and resilience training (viewed by 30,000+ employees in one month).

• Work-Life Balance: Flexible work schedules, hybrid policies, and wellness integration into daily routines.

Results/Impact

Adoption is the real result: when resilience and counseling are easy to reach, employees actually use them. Lowering the friction to access matters more than lengthening the perk list.

2. Microsoft

Microsoft fosters a wellness-centric work environment that supports both mental and physical wellbeing.

Key Wellness Initiatives

• Physical Wellness: Wellness stipends for fitness apps, ergonomic setups, and gym access.

• Mental Health: Mental health days and “caring manager” training equip leaders to support emotional wellness.

• Work-Life Balance: Flexible working hours and remote work options.

Results/Impact

Microsoft funds wellbeing per person, not per program. Its Perks+ benefit reimburses up to $1,500 a year for corporate employees and $500 for full-time retail staff, across physical, mental and emotional, and financial wellbeing. Pairing a personal budget with “caring manager” training lets employees choose what helps them while managers act as the first line of support.

3. Salesforce

Salesforce prioritizes employee wellness with a focus on work-life balance and mental health.

Key Wellness Initiatives

• Physical Wellness: Onsite gyms and fitness classes.

• Mental Health: Meditation rooms and counseling services through Lyra Health.

• Work-Life Balance: Flexible hours, mental health days, and wellness reimbursements.

Results/Impact

Salesforce covers up to 12 therapy sessions a year, in person or virtual, through Lyra Health for employees and their loved ones. Lyra reports that 82.7% of people who complete 8 to 12 sessions show clinical improvement. Funding a full course of care, not a single hotline call, is the trait worth copying.

4. IBM

IBM emphasizes occupational health and personal wellbeing through a robust internal wellness infrastructure.

Key Wellness Initiatives

• Physical Wellness: Virtual yoga classes, guided fitness sessions, and ergonomic health support.

• Mental Health: Peer support groups, “resilience rooms,” and access to professional counseling.

• Work-Life Balance: Flexible work arrangements and employee-led wellness events.

Results/Impact

In IBM’s 2025 engagement survey, taken by more than 200,000 employees worldwide, over eight in ten said they felt engaged at work, consistent with prior years. IBM runs global programs for physical, mental, and financial wellbeing, including confidential 24/7 mental health support. Measuring sentiment every year at that scale is what lets it show the program is working.

Read more on: How to Create a Corporate Wellness Program: A Step-by-Step Guide

Finance & Insurance

5. American Express

American Express promotes holistic wellness through integrated physical and mental health programs.

Key Wellness Initiatives

• Physical Wellness: Onsite wellness screenings and movement-focused breaks.

• Mental Health: The “Healthy Minds” program offers coaching and free therapy sessions.

• Work-Life Balance: Flexible work arrangements and financial wellness incentives.

Results/Impact

American Express has run Healthy Minds, its global mental health program, for over a decade. It now offers free counseling for colleagues and their loved ones, plus telehealth, grief and loss support, group support sessions, and mental health training. Extending free care to families, not just employees, is the trait worth copying.

6. Bank of America

Bank of America focuses on long-term employee health through financial and emotional wellbeing initiatives.

Key Wellness Initiatives

• Physical Wellness: Wellness credits for gym memberships and fitness-related expenses.

• Mental Health: Emotional wellness coaching and support for caregivers.

• Work-Life Balance: Paid sabbatical program and flexible work hours.

Results/Impact

Since its sabbatical program launched in 2023, more than 21,000 Bank of America employees have taken four to six weeks of paid leave at a career milestone. Its Employee Assistance Program adds up to 12 free counseling sessions per issue, per year, for employees and their household members. Real time off does as much for wellbeing as any gym membership.

7. Aetna (CVS Health)

Aetna is a leader in mindfulness-driven workplace wellness that has a measurable impact on productivity and stress.

Key Wellness Initiatives

• Physical Wellness: Tailored fitness plans and ergonomic assessments.

• Mental Health: Mindfulness training, mental health days, and virtual therapy access.

• Work-Life Balance: Wellness integration into daily workflow and leadership practices.

Results/Impact

Reported about $3,000 in annual productivity gains per employee, alongside measurable reductions in stress. The productivity gain shows mindfulness can move real business metrics.

8. Prudential

Prudential promotes total wellbeing by integrating financial tools with emotional and mental health support.

Key Wellness Initiatives

• Physical Wellness: Health assessments and activity challenges.

• Mental Health: Access to therapy and emotional resilience training.

• Work-Life Balance: Flexible work policies and student loan assistance.

Results/Impact

Between 2008 and 2010, 74% of its high-risk employees reduced their health risks and 89% of a tracked group stayed low-risk, with a documented return of $1.40 for every $1 spent. Pairing money and mental-health support works because employees rarely separate the two.

Building a program like these doesn’t take a Fortune 500 budget.

Platforms like Vantage Fit give HR teams one dashboard to launch challenges, track participation, and measure outcomes across the whole workforce. The same setup these companies use works whether you have 100 employees or 10,000.

Hospitality & Travel

9. Marriott International

Marriott’s TakeCare program emphasizes physical, emotional, and social wellbeing for employees across the globe.

Key Wellness Initiatives

• Physical Wellness: Onsite fitness centers, walking meetings, and health screenings.

• Mental Health: Emotional check-ins and mindfulness workshops.

• Work-Life Balance: Volunteer programs and daily activity breaks.

Results/Impact

Marriott runs TakeCare through more than 14,000 TakeCare Champions, hotel-based associates who bring wellbeing initiatives to their own teams, covering physical, mental, and financial health. The real test is reach: a frontline program only works if it gets to people who never sit at a desk.

10. Hilton

Hilton’s Thrive@Hilton platform fosters a work culture rooted in body, mind, and spirit wellness.

Key Wellness Initiatives

• Physical Wellness: Gym memberships and wellness reimbursements.

• Mental Health: Family care programs and mental health hubs.

• Work-Life Balance: Paid time off and sabbaticals to promote rejuvenation.

Results/Impact

Hilton’s Thrive Sabbatical gives selected team members one month of paid time off and a $5,000 grant to pursue a passion or help others, and Thrive Reset adds one week off with a $2,000 grant, open to every team member. The 2025 round drew more than 1,000 applications for 20 places. Pairing recognition with flexible benefits is how it reaches shift teams who rarely see a corporate office.

11. Delta Air Lines

Delta supports employee wellness through financial contributions and accessible mental health solutions.

Key Wellness Initiatives

• Physical Wellness: Voluntary, incentive-based reward programs and a healthcare concierge service.

• Mental Health: 12 Delta-sponsored mental health counseling sessions and six personal coaching sessions a year through its employee assistance program.

• Work-Life Balance: Global wellness events and regional wellness champions.

Results/Impact

Delta reports investing over $60 million in employees’ total wellness and paying more than $14 million into the emergency savings accounts of over 14,000 employees, who earn up to $1,000 each by completing financial coaching. Its Flourishing Index survey decides which programs to expand: survey feedback is why the savings program was extended beyond 2025.

12. Southwest Airlines

Southwest Airlines promotes employee health with a culture of peer support and consistent engagement.

Key Wellness Initiatives

• Physical Wellness: Health challenges and fitness campaigns.

• Mental Health: An Employee Assistance Program and a dedicated Employee Assistance Professional.

• Work-Life Balance: Flexible scheduling and wellness education resources.

Results/Impact

Southwest measures wellbeing directly: twice-yearly companywide surveys produce an Employee Wellbeing score covering six aspects of wellbeing, alongside engagement and inclusion scores. On the financial side, 53% of its employees have a retirement income score of 100% or more, meaning they are on track to replace at least 75% of pre-retirement income. Measuring wellbeing as its own score keeps it from disappearing inside engagement.

Healthcare

13. Cleveland Clinic

Cleveland Clinic sets a gold standard for workplace wellness with a deeply integrated and data-driven health program.

Key Wellness Initiatives

• Physical Wellness: Incentivized health goals through the “Healthy Choice Premium Discount” program.

• Mental Health: Access to behavioral health coaching and digital self-care tools.

• Work-Life Balance: Health coaching tied to insurance premium savings.

Results/Impact

The share of employees meeting all health targets rose from 6% to 44%, helping the clinic save over $180 million in healthcare costs. Targeting high-cost conditions is what moved the savings line.

14. Kaiser Permanente

Kaiser Permanente champions a Total Health approach, addressing employee wellness across physical, emotional, and mental domains.

Key Wellness Initiatives

• Physical Wellness: Fitness reimbursements and ergonomic consultations.

• Mental Health: Mental health apps, stress reduction programs, and burnout prevention support.

• Work-Life Balance: Supportive workplace culture focused on self-care and recovery.

Results/Impact

Kaiser Permanente built its Total Health Incentive Plan around the group, not the individual. Every eligible employee in a region earned a bonus of up to $500 (2014 plan year) once the region hit three shared targets: 75% taking a health assessment, 85% up to date on screenings, and a collective improvement across smoking, cholesterol, blood pressure, and BMI. The employer never sees individual results. Rewarding collective progress turns wellness into a team effort instead of a test individuals can fail.

15. Mayo Clinic

Mayo Clinic embeds wellness into its organizational DNA through coaching, fitness, and resiliency training.

Key Wellness Initiatives

• Physical Wellness: Onsite gyms, walking groups, and personal wellness coaching.

• Mental Health: Peer support groups and departmental resilience workshops.

• Work-Life Balance: Time management resources and social bonding activities.

Results/Impact

In a Mayo randomized trial, facilitated peer groups cut high depersonalization, a core dimension of burnout, by 15.5%. That puts burnout reduction squarely in the retention column.

16. Bon Secours Mercy Health

Bon Secours Mercy Health delivers a wellness experience rooted in compassion, faith, and whole-person care.

Key Wellness Initiatives

• Physical Wellness: Wellness coaching and fitness challenges for caregivers.

• Mental Health: “Colleague Care” teams and spiritual wellbeing resources.

• Work-Life Balance: Support for work transitions, recognition events, and family needs.

Results/Impact

In 2025, Bon Secours Mercy Health was one of 53 employers to receive the Business Group on Health’s Best Employers Award: Excellence in Health & Well-being, recognized for its approach to mental health, flexibility, family care, and financial wellness across more than 64,000 associates. Values-aligned programs build the trust that drives uptake.

Consumer Goods & Retail

17. Johnson & Johnson

Johnson & Johnson has one of the longest-standing and most respected employee wellness programs in the world.

Key Wellness Initiatives

• Physical Wellness: “Live for Life” health screenings, fitness classes, and movement incentives.

• Mental Health: In-house behavioral health teams and therapy access.

• Work-Life Balance: Education on energy management and holistic health practices.

Results/Impact

Harvard Business Review reported the Live for Life program returned $2.71 for every dollar spent and saved roughly $250 million in healthcare costs over a decade. Duration is the point: a program that runs for decades is what makes ROI provable.

18. Unilever

Unilever supports holistic wellbeing through tailored coaching, digital fitness tools, and health literacy.

Key Wellness Initiatives

• Physical Wellness: Lamplighter assessments, personalized coaching, and virtual workouts.

• Mental Health: Mental health first-aid training and proactive stress prevention.

• Work-Life Balance: Support for hybrid working and mental resilience training.

Results/Impact

Lamplighter reaches more than 76,000 Unilever employees in over 75 countries every year. Unilever reports a 16% reduction in hypertension, an 8% reduction in overweight and obesity, and a 40% increase in mental resilience across the program, with results varying by region. Tying wellbeing to measurable health risks, then tracking them, is what makes the case stick.

19. Nike

Nike empowers its workforce through fitness-forward wellness initiatives aligned with its brand DNA.

Key Wellness Initiatives

• Physical Wellness: Paid time for physical activity and in-house fitness facilities.

• Mental Health: Therapy and coaching through its Employee Assistance Program.

• Work-Life Balance: Culture of movement, mindfulness, and mental wellbeing.

Results/Impact

Nike leans on what it knows best: movement is part of the workday through paid activity time and in-house fitness facilities, with therapy and coaching available through its Employee Assistance Program. Building activity into the workday is what stops it from being an optional add-on.

20. Target

Target integrates wellness into its benefits model to equally support hourly and salaried employees.

Key Wellness Initiatives

• Physical Wellness: On-demand fitness content and healthy eating incentives.

• Mental Health: Free mental health sessions and 24/7 virtual therapy access.

• Work-Life Balance: Predictable scheduling and wellness-focused time-off policies.

Results/Impact

Through Spring Health, every U.S. Target team member and their household members get up to 8 free therapy sessions and 8 free coaching sessions each plan year, regardless of insurance coverage, with 24/7 crisis support. Scaling that same access across a large hourly workforce is the harder, more valuable part.

Consulting & Professional Services

21. Deloitte

Deloitte integrates wellness into every level of its high-performance work environment.

Key Wellness Initiatives

• Physical Wellness: Wellness subsidy of up to $1,000 annually and fitness app reimbursements.

• Mental Health: Global mental health days, virtual therapy access, and psychological safety workshops.

• Work-Life Balance: Disconnect-from-work campaigns and policies supporting time off.

Results/Impact

Deloitte’s U.S. wellbeing subsidy gives employees up to $1,000 a year to spend on what actually helps them recharge, and in 2025 it widened the list to include kitchen appliances, spa services, ergonomic pillows, and even LEGO sets and puzzles. Funding wellbeing as a named benefit, and letting employees define it, is what separates it from an occasional perk.

22. Bain & Company

Bain & Company champions work-life integration and emotional health through flexible, employee-first initiatives.

Key Wellness Initiatives

• Physical Wellness: Access to Headspace, fitness subsidies, and group wellness activities.

• Mental Health: Internal support networks, therapy stipends, and wellness coaching.

• Work-Life Balance: “Take Two” paid sabbaticals and designated “Home Weekends.”

Results/Impact

Bain’s Take Two lets consultants and non-partners at any level take a two-month “mini sabbatical” for any reason, whether to travel, volunteer, or spend time with family. Alongside it, Bain offers an Employee Assistance Program and Headspace subscriptions. Structured, named flexibility turns out to be a wellbeing program in its own right.

23. Reed Smith

Reed Smith addresses mental health head-on with formal programs and inclusive wellness benefits.

Key Wellness Initiatives

• Physical Wellness: Wellness allowance for gym memberships and self-care.

• Mental Health: #StopTheStigma campaign, Calm app subscriptions, and mental health first aid training.

• Work-Life Balance: Flexible work policies and burnout education.

Results/Impact

In 2020 Reed Smith formed a Mental Health Task Force to make sure lawyers and staff can get help whenever they or their family members face mental health or substance use issues. Its #StopTheStigma campaign, run with the firm’s Wellness Works initiative, asked lawyers and staff to share their own mental health stories in a video series, backed by manager training on mental health. High-pressure fields need mental-health access that is explicit and stigma-free.

24. Booz Allen Hamilton

Booz Allen Hamilton prioritizes whole-person wellness through gamification and goal-based rewards.

Key Wellness Initiatives

• Physical Wellness: Quarterly wellness challenges that earn HSA or paycheck contributions.

• Mental Health: Virtual therapy sessions, mindfulness programs, and wellbeing newsletters.

• Work-Life Balance: Hybrid schedules and caregiver support resources.

Results/Impact

Booz Allen pays for participation: employees earn contributions to their HSA or paycheck by joining quarterly wellness challenges, and confidential clinical counseling is free for employees and their dependents. Challenge-based design, built on clear goals and rewards, is what sustains participation over time.

Read more on: Implementing a Wellness Program at Work: Steps, Benefits, and Examples

Manufacturing & Industrial

25. GE Aerospace (formerly General Electric)

GE Aerospace, the company General Electric became after its 2024 split, carries on GE’s HealthAhead program, supporting long-term employee health through prevention, ergonomics, and mental resilience.

Key Wellness Initiatives

• Physical Wellness: Onsite wellness screenings, ergonomic assessments, and fitness incentives.

• Mental Health: Digital resilience tools and stress management resources.

• Work-Life Balance: Flexible shifts and health-focused break initiatives.

Results/Impact

GE built HealthAhead around the worksite itself: in 2009 it began certifying its large sites as Healthy Worksites, with each location meeting a common set of health requirements. Today HealthAhead is GE Aerospace’s global wellbeing program, covering physical, emotional, financial, and social health with tools including meQ for stress, Calm, Grokker, Lifesum for nutrition, and Fidelity for financial decisions. On a plant floor, the constraint is simple: wellness has to work without a desk or a screen.

26. 3M

3M delivers holistic wellness programming focusing on financial education and accessible care.

Key Wellness Initiatives

• Physical Wellness: Onsite fitness centers, annual screenings, and movement workshops.

• Mental Health: Wellness coaching and support hotlines.

• Work-Life Balance: Financial wellness seminars and caregiving support.

Results/Impact

3M’s Healthy Living Program, with wellness resources and discounts, is open to all regular full-time U.S. employees and to part-time employees working at least 20 hours a week. Standardizing the core program, and extending it past full-time staff, gives every plant the same baseline to build on.

27. Caterpillar

Caterpillar promotes wellness at scale by incorporating health and safety into plant-level operations.

Key Wellness Initiatives

• Physical Wellness: Onsite fitness classes, nutrition guidance, and biometric screenings.

• Mental Health: Confidential counseling and mental wellness campaigns.

• Work-Life Balance: Wellness breaks during shifts and stress education.

Results/Impact

After Caterpillar tied an annual premium reduction to its Healthy Balance program in 1998, participation among eligible employees held at 96%, with 74% of spouses joining without any incentive. High-risk participants cut their aggregate health risk by 14%. A clear financial reason to join, plus on-site care, is how a program reaches frontline workers.

28. John Deere

John Deere supports personalized wellness through local coordinators and digital health services.

Key Wellness Initiatives

• Physical Wellness: Fitness challenges, telehealth, and individualized support.

• Mental Health: Online counseling and emotional wellness assessments.

• Work-Life Balance: Financial planning tools and wellness events for families.

Results/Impact

John Deere’s Emotional Wellbeing Solutions program gives employees eight counseling sessions per issue, per calendar year, at no cost, face-to-face or virtual, with Talkspace and 24/7 self-care tools on top. Folding wellbeing into the safety culture frontline teams already trust is what makes it land.

How Vantage Fit Helps Companies Build Thriving Workforces

Vantage Fit is a corporate wellness platform that helps organizations build customized, holistic employee wellness programs, built for companies of 500 to 10,000+ employees. It integrates step challenges, multi-activity challenges, hydration trackers, emotional health tools, and stress monitoring into a single gamified mobile experience.

Across organizations using Vantage Fit, the results speak for themselves.

Tata Motors’ 6-month Step and Stride Challenge achieved 59% engagement across 1,248 participants. IBS Software’s 28-day March to Fitness campaign reached 88% engagement. Brazosport ISD’s Fit Wars recorded 86% engagement and an organisational mood score of 4 out of 5.

Wipro saw 3X participation growth across three 2025 challenges, spanning 30+ countries. POSOCO logged a 97% participation rate in a 2-week walkathon. Landmark Group fielded 5,000+ participants across six in-house teams in a 30-day virtual walkathon.

HR teams use the Vantage Fit admin dashboard to track participation and program outcomes across the whole workforce.

With integrations for wearables, custom reward systems, and a social leaderboard, Vantage Fit helps you increase employee participation. It makes workplace wellness programs scalable and fun whether your team is remote, hybrid, or onsite.