Leading national homebuilder Lennar shares how it evolved from strengthening its benefits foundation to building a holistic wellbeing strategy. This case study explores Lennar’s journey from the 2nd to the 44th percentile in benefits competitiveness among the Fortune 500 companies, the leadership vision behind Healthiest Company in America (HCIA), and the strategy, programs and measurement framework behind making wellbeing an integral part of the company’s Associate experience.

Most workplace health programs help people recover from the demands of work. What if prevention started at the desk, where the strain builds? Drawing on a 3-year study of 2,325 employees across 50 companies, this session shows what changed when a privacy-first sensor was added to desks, coaching posture and movement through the workday: reported MSK sick days fell in half, and movement breaks nearly doubled.

Attendees will take their pick from our expert led sessions which will be announced shortly

Most wellness benefits go unused. Utilization stalls and HR leaders are left defending spend they can't tie to outcomes. This session moves past the perks-and-portals era to examine what employees engage with: personalized experiences that fit real lives rather than one-size-fits-all programs. We'll explore why choice and variety work for employees. Attendees leave with ideas for auditing current offerings, benchmarking engagement, and building a wellness strategy that employees actually want to use.

A strategic, evidence‑based session demonstrating how wellbeing, when practiced through leadership behaviours, transforms team culture, elevates psychological safety, and improves performance. The workshop includes the real case of a Company, illustrating how small, consistent wellbeing practices can create meaningful organizational impact.

Healthcare costs are rising, and employers are looking closely at what this means for budgets, benefits, and employees. CFOs are asking how to control spending. HR leaders need to ask equally practical questions. How do we keep healthcare affordable for employees? How do we avoid simply passing higher costs on through premiums, deductibles, and copays? Which benefits and support services do employees actually use? Which ones make a real difference? This conversation will focus on practical steps HR teams can take now. It will cover understanding what is driving costs, using data to make better choices, helping employees find the right care, and communicating benefit changes clearly and honestly. It will also explore how HR and finance can work together to improve care, reduce employee stress and protect the value of the benefits package.

How do you deliver wellbeing that truly works across hybrid, multi-generational and neurodiverse workforces? What does inclusivity mean for women’s wellbeing in the workplace? What means are available to better accommodate those with disabilities at organizations today? What can employers do to ensure true inclusion combines belongingness and the valuing of individual uniqueness? What should be done about culture from the perspective of inter-generational workers? How can organizations create non-discriminatory work processes and policies? How do communities in organizations help create a culture of inclusion and thriving together?

We need to keep doing all the things that we know prevent stress, anxiety, fear, doubt, or any other negative emotion that leads to being “unwell.” But what if there was more to the story? What if there are some other things to consider that could lead to true transformation within ourselves and our organizations? In this session, Jen, Adriene and Julie will talk about some of the most counter-intuitive things that can create lasting, sustainable outcomes for our well-being. It may not be what you typically think about, so join them for new perspective and a bit of curiosity about how to flip the script!

How do organizations provide employees with the skills needed to meet the ever-changing needs of their companies? Developing a culture of learning and development to enable employees to manage rapidly changing working conditions, Ensuring learning and development provides resilience to employees, What can organizations do now to ensure remote workers have the same access to learning opportunities?