Expanding the Definition of Workplace Health: Why Employers Should Consider Complementary and Integrative Care

By Dr. Alice Burron, Strategic Action Health®

For years, employers have invested heavily in wellness programs designed to enhance employee health and productivity. These investments—ranging from gym stipends and step challenges to mental health apps and nutrition workshops—are well-intentioned and valuable. Yet, despite the resources poured in, engagement often lags, and measurable health outcomes can remain elusive.

It may be time to widen our view of what health support looks like at work.

A Broader Understanding of Health

According to the National Center for Complementary and Integrative Health (NCCIH), complementary health approaches are those used in conjunction with conventional medicine, while integrative health combines both in a coordinated manner. The goal is not to replace evidence-based medical care but to support it by addressing the physical, emotional, and behavioral dimensions of health.

This is not fringe thinking—it’s a growing field of study. A 2024 review published in MDPI Healthcare found that integrative approaches can improve quality of life, reduce pain, and enhance overall well-being when appropriately applied alongside medical care. Many major health systems, including the Mayo Clinic and the Cleveland Clinic, have dedicated integrative medicine departments for this reason.

What the Research Tells Us

Evidence suggests that many complementary practices—such as acupuncture for pain, yoga for stress management, and massage for musculoskeletal health—can play a legitimate role in preventing or managing chronic conditions.

The NCCIH reports that these therapies are increasingly being reimbursed under health plans, particularly when supported by clinical evidence and practiced by licensed professionals. Medicare, for instance, now covers acupuncture for chronic low back pain, and many private insurers include chiropractic care, physical therapy, and mindfulness programs within their benefits.

Still, coverage remains inconsistent, often limited by what is easiest to measure rather than what is most effective for prevention. Employers are in a unique position to bridge that gap.

Why Employers Should Care

Chronic disease accounts for nearly 90% of the nation’s $4.5 trillion in annual healthcare spending. Much of it is preventable—and often exacerbated by stress, inactivity, and poor recovery. Complementary and lifestyle-based interventions address these root causes before they escalate into costly claims.

From an organizational perspective, supporting complementary care can:

• Lower long-term costs by encouraging early, preventive care.
• Boost engagement and morale by showing employees they are seen as whole people, not just healthcare consumers.
• Increase accessibility for employees in rural or provider-scarce regions.
• Improve retention by aligning workplace culture with what employees are already seeking on their own—holistic well-being.

In other words, it’s not about replacing traditional healthcare—it’s about adding another doorway into it.

Why It’s Often Not Covered (and Why That’s Changing)

Insurance models have historically favored acute, measurable interventions. Complementary therapies often don’t fit neatly into those billing structures, even when evidence supports their value. However, the landscape is changing.

Employers can serve as early adopters—piloting programs that integrate complementary options safely and effectively. Many have already started by offering stipends for acupuncture or massage, hosting on-site mindfulness sessions, or reimbursing employees for stress-reduction or sleep-improvement programs.

The question isn’t whether these approaches work—the question is whether we can afford to keep ignoring them.

Practical Ways to Introduce Complementary Care

Employers don’t need to overhaul their entire benefits system to begin. A measured, evidence-informed approach works best:

1. Educate and expose. Host short presentations or “lunch and learns” with licensed practitioners such as acupuncturists, massage therapists, or herbalists. Exposure builds trust and understanding.
2. Pilot small. Offer a modest annual wellness stipend that employees can use for complementary services of their choice: track utilization and feedback.
3. Vet providers carefully. Partner with national organizations or local practitioners who are certified, insured, and transparent about their evidence base.
4. Blend complementary and conventional. Align programs with medical oversight where possible—for instance, offering yoga therapy or mindfulness as part of a musculoskeletal or stress-management initiative.
5. Promote informed choice. Teach employees when complementary therapies are appropriate and when medical care is necessary. Helping people know “what to try first” improves both safety and satisfaction.

Making It Feasible: Tax-Advantaged Options

Supporting complementary health care doesn’t have to mean reinventing benefit structures. In fact, employers already have tools that can make these approaches financially practical for both the organization and the employee.

Two common examples are Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs). These accounts enable employees to set aside pretax dollars for qualified health expenses, including, in some cases, services such as acupuncture, chiropractic care, or massage therapy when used for medical purposes.

Employers who already offer wellness stipends or flex dollars can consider broadening allowable uses to include complementary services that align with preventive health goals. It’s a modest shift with meaningful impact: employees gain access to more holistic care options, and organizations demonstrate forward-thinking stewardship of their benefits.

(For more information, see IRS Publications 969 and 502, which outline eligible expenses for health-related spending accounts.)

A Shift in Thinking

Supporting complementary care doesn’t require a leap of faith—it requires a shift in perspective.

Health is not a single lane highway; it’s more like a network of roads that intersect. Medical interventions are the interstate—fast, direct, and critical when emergencies arise. Complementary approaches are the scenic routes—slower, preventive paths that keep us from needing those highways as often. A wise system recognizes the value of both.

Employers can lead this shift by modeling openness, curiosity, and responsible innovation.

Reflection + Action

Reflection:
How might integrating complementary care into your population health strategy improve early intervention, reduce avoidable claims, or help your employees feel more supported?

Action:
Start with one initiative—a vetted practitioner talk, a wellness stipend, or a pilot partnership—and measure not just utilization, but how people feel. Often, that’s where real health savings begin.