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5 Common Health Mistakes That Cost Your Business Millions

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  Published in Health and Fitness on Monday, September 1st 2025 at 8:51 GMT by Forbes
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Summarizing Forbes’ “5 Common Health Mistakes That Cost Your Business Millions”
By Jodie Cook – September 1, 2025

In a world where the cost of health care and lost productivity has skyrocketed, Jodie Cook’s Forbes feature is a timely wake‑up call for corporate leaders. She breaks down five recurring missteps that executives make when it comes to employee health, and quantifies the hidden dollar‑value they impose on the bottom line. While the article is written in a straightforward journalistic style, the data and real‑world examples make it a must‑read for anyone who manages a team, a human‑resources department, or a small business that relies on a healthy workforce.

1. Under‑investing in Preventive Care

Cook starts by pointing out that many companies still treat preventive care as an optional extra. She cites a 2024 survey from the National Business Research Institute that found 48 % of U.S. small‑to‑mid‑size firms offer only basic wellness programs—often just annual health screenings or “one‑off” fitness challenges. The article explains that this limited scope creates a “missed opportunity” to curb chronic conditions like hypertension, diabetes, and obesity—conditions that, according to the CDC, cost U.S. employers $1.2 trillion annually in health‑related expenses.

The article follows a link to a Forbes affiliate study on employer‑sponsored wellness initiatives that illustrates how a comprehensive preventive program can reduce health‑plan costs by 15 %–30 % over five years. Cook emphasizes that the ROI is not limited to cost savings; reduced absenteeism and higher employee morale translate into a stronger bottom line.

2. Neglecting Mental Health and Burnout

The second mistake Cook calls out is the persistent stigma surrounding mental health. A striking statistic she uses: over 60 % of employees reported experiencing burnout in the past year, yet only 12 % feel comfortable discussing it with their manager. The article underscores how untreated burnout leads to a 25 % increase in turnover, with the average cost of losing an employee at $4,000–$7,000 for recruitment, onboarding, and lost productivity.

A link in the article leads to a 2023 Harvard Business Review analysis that demonstrates the ROI of mental‑health‑focused interventions. Cook notes that companies that implement employee‑assistance programs (EAPs) and resilience training see a 20 % drop in absenteeism and a 15 % rise in engagement scores. The data are backed by case studies from Fortune 500 firms that cut sick‑leave claims by up to 30 % after rolling out comprehensive mental‑health support.

3. Ignoring Workplace Ergonomics and Physical Safety

Ergonomics, though often treated as a “nice‑to‑have” part of office design, is a major contributor to workplace injuries. Cook cites the U.S. Bureau of Labor Statistics, which reported over 1.3 million work‑related injuries and illnesses in 2023 alone—the majority stemming from repetitive strain and poor posture. The article emphasizes that companies that fail to provide ergonomic assessments or adjustable workstations are risking $4.5 billion in lost productivity each year.

An embedded link directs readers to a 2022 study from the Journal of Occupational Health Psychology, which found that ergonomic interventions can cut musculoskeletal injury claims by as much as 40 %. Cook illustrates this with a story of a mid‑size manufacturing firm that spent $12 k on a fleet of standing desks and back‑support devices, saving them roughly $200 k in workers’ compensation and lost‑time costs over two years.

4. Failing to Address Health Equity in the Workplace

Cook’s fourth point focuses on the growing awareness of health disparities. Using data from the American Public Health Association, she points out that employees of lower socioeconomic status, people of color, and women of reproductive age often face higher health risks, yet many companies do not tailor benefits or health programs to these groups. She references a linked Forbes piece that profiles a progressive employer who introduced culturally competent health education, bilingual counseling, and targeted wellness initiatives, which led to a 25 % improvement in utilization rates among under‑served employee segments.

The article argues that overlooking health equity isn’t just a moral failing; it’s a fiscal one. When health disparities go unaddressed, the company sees higher claims, lower productivity, and an erosion of brand reputation—especially as consumers become increasingly socially conscious.

5. Not Leveraging Data to Drive Health Decisions

Finally, Cook cautions that many managers still operate “by intuition” when it comes to employee health. She shares that 70 % of executives lack a systematic method for collecting or interpreting health data. The article links to a 2024 Gartner report that shows companies using data‑driven health dashboards experience a 12 % increase in program engagement and a 9 % improvement in health outcomes.

The piece concludes by proposing a framework: gather data on health claims, absenteeism, and engagement; use predictive analytics to identify at‑risk employees; and then design personalized interventions. By moving from a reactive to a proactive approach, Cook argues, firms can see a measurable reduction in healthcare spending and a boost in employee satisfaction.

Take‑Away Insights

1. Preventive care pays dividends: a robust wellness program not only saves money on medical claims but also reduces sick leave and boosts morale.
2. Mental health is a financial asset: investing in EAPs and resilience training decreases turnover and absenteeism.
3. Ergonomics matter: simple changes to workstations can dramatically cut injury claims and lost productivity.
4. Health equity is business equity: tailored benefits that reflect diverse employee needs lead to better utilization and engagement.
5. Data is your compass: the right analytics give you the insight to create interventions that truly pay off.

How the Article Builds Its Argument

Cook blends hard statistics, regulatory data, and narrative anecdotes to weave a persuasive argument. By linking to external research and industry case studies, she gives the piece a veneer of credibility that goes beyond a simple list. The structure—each mistake as a distinct section—allows readers to focus on actionable steps. The article concludes with a succinct call to action: “Don’t let these avoidable mistakes bleed your business—invest now in a healthier workforce, and watch the dollars—and the people—grow.”

Final Thought

For anyone responsible for employee wellbeing, Cook’s Forbes article is more than a cautionary tale; it is a blueprint. If your business is willing to commit the resources necessary to shift from ad‑hoc to strategic health management, the result can be a healthier workforce and a healthier bottom line—both of which are indispensable in today’s competitive landscape.