Corporate wellness, reimaginedReward every move.
Include every employee.
Acteamity turns real physical activity into tokens that employers reimburse, and delivers real returns in engagement, retention, and lower absenteeism.
Inactive, disengaged employees cost more than any wellness program ever will.
The research is consistent: movement and morale are not soft benefits - they are a direct line to lower healthcare spend, fewer sick days, and stronger margins.
Lost to disengagement every year in the U.S. alone
Only 32% of U.S. employees are engaged at work. Gallup puts the resulting productivity loss at roughly $2 trillion a year - a cost every employer is already absorbing.
Gallup, 2025 →Returned in healthcare savings for every $1 invested in employee activity
A structured exercise and rehab program cut participants' medical claims by $1,421 per person in six months - moving 57% of high-risk employees to low-risk.
SHRM, citing Harvard Business Review →Extra healthcare cost per inactive employee, every year
Physical inactivity drives $192 billion in annual U.S. healthcare spending - 12.6% of all healthcare costs - plus higher absenteeism and lower workplace efficiency.
American College of Sports Medicine, 2025 →Three outcomes, one platform
Engagement
Inclusive-by-default participation means the benefit reaches employees other programs miss.
Inclusion
Every kind of movement counts - not just the activities incumbent vendors reward.
Cost savings
Higher participation is what turns wellness spend into measurable absenteeism and retention savings.
“Participation is what makes a wellness benefit show up in the numbers Finance actually tracks - not the benefit itself.”
Recent from the resource hub
How to position an inclusive wellness benefit in your next renewal
A differentiation angle for brokers that doesn't rely on a bigger discount: the benefit most incumbents still don't offer.
A launch communications plan that gets employees to actually sign up
The three messages that matter most in the first two weeks of a wellness benefit rollout, and the one thing most launch plans get wrong.
The real cost of a wellness benefit nobody uses
Low participation isn't a minor inefficiency - it's the difference between a benefit that pays for itself and one that's pure cost.