Why wellness is a strategic lever in 2026 and how to bring positive ROI.

Ed Ligonde: Well, happy Tuesday, everyone. I'm Ed Ligonde. I'm so excited to have this discussion with my awesome partner here, Delia, from Wellhub. And essentially what we're here to talk about today is just corporate well-being. What we're gonna talk about is what it means to you, what it means to us, what it means to organizations, and how we as benefit leaders can use wellness as a strategic lever in 2026 and obviously in years that precede us as well and bring positive ROI. And what I like to say too is ROE, which is return on engagement, because we actually need our team members to use the wellness initiatives that we put in place and, of course, to drive savvy consumerism along the way. And the companies that we see seeing the best returns have stopped treating wellness as a perk. It's now becoming more of a strategic lever from a recruitment and retention perspective, along the way too.

So what we're gonna talk about today is how we can put those initiatives into practice so you can leave today's session with good ideas on what to put in place moving forward and some tangible ideas on how to do it affordably as well. So to help us get into that math and that strategy, as I mentioned before, I'm joined by the awesome Delia Cronin with Wellhub. She's a senior director of client revenue at Wellhub, and I'm honored to have her especially as a client of Wellhub ourselves at Nava. And Delia, if you don't mind maybe telling us a little bit about yourself.

Delia Cronin: Yeah. Thanks for having me, Ed. And next time I'm in Wesley, we can go to a workout class together. But I lead North America Rep and Operations at Wellhub, and my focus is helping organizations go from these fragmented, low-impact wellness offerings to really cohesive strategies that actually can move the needle, not just for engagement, but also for business outcomes. So my team has worked with thousands of leaders across the country and even worldwide on exactly this shift.

Ed Ligonde: Awesome. Awesome. Thank you for that. So let's just go ahead and type in what are we here to talk about today, what are we going to go over through these next few hours together? No, I'm kidding. Not a few hours. Just our short session this morning. But let's dive into it. So navigating the rising cost and expectations. We're gonna start with the problem statement. Right? Why do we even need to have a discussion around wellness in the first place? How do we transition that into a strategic lever? Where and how programs fall short today, and how we can tweak those to make them work for us. And then of course, how do we actually analyze the data? How do we analyze that ROI to make it work for us? And then let's dive into the actual 2026 action plan so that we can lead this session knowing exactly how to impact our organizations moving forward.

So before we dive into that, just a quick note about who we are. You heard a little bit about Wellhub, and you'll hear more about that throughout today's session. But again, I'm Ed Ligonde. I'm a partner and market director at Nava Benefits. And Nava, we're a modern benefits brokerage firm hyper focused on combining modern technology, especially through our new HQ platform, and coupling that with the ethos of wonderful, top consulting expertise from a benefits perspective so that we can, as benefit leaders and benefit partners, work with wonderful organizations to help drive savvy consumerism, to make sure employees know how to use their benefits, so that they can attribute that to great employee satisfaction with organizations, make HR, make your lives easy from an HR perspective as well. And then of course affecting your bottom line in a positive way, making sure that you're getting the best bang for your buck at the end of the day. So coupling technology with benefits expertise. Alright. Enough about Nava. Let's go ahead and dive in to navigating the rising costs and expectations as it relates to ROI specifically. So if you're responsible for benefits today, you're probably feeling the squeeze. And one of the things that I would say is as a benefit leader, you probably noticed over the last decade and especially since 2020 and beyond, the amount of types of benefits, the way we have to offer wellness these days has just expanded year over year, as well. Right? And so you have to offer more and more. But the thing is that we're dealing with the financial pressures along the way too. So how do we handle those rising costs from a renewal perspective? How do we make sure that our executive teams, we can even answer their questions on how we're utilizing those funds and getting the best ROI on those, along the way too? So yeah, we need to make sure the ROI makes a lot of sense at the end of the day.

Delia Cronin: Yeah. And I think just one point there, Ed, is a lot of the pressure is coming from the c-suite to make sure that we're making the ROI on all of our investments, particularly in HR, in our people. But on the flip side, which we'll talk about, is employees are asking for a very different message, and it's getting louder year on year where they're looking for stronger well-being, flexibility, and investment in mental health support. So I think that's the challenge. Right? Like, we live in this push-pull world of like the best way to find that ROI.

Ed Ligonde: Exactly. And I think, you know, what tends to happen is how do we actually use wellness in a way that employees will actually use? I think that's what we're here to unpack today, as well. Right? So as we dive into the next slide, you know, Delia, you mentioned something really interesting during your intro about just fragmented benefits and putting together kind of a cohesive benefit strategy, from the moment someone's hired to the moment that they become a tenured employee along the way. And at the end of the day, HR leaders, benefit leaders, we just don't have the time for something super complex at the end of the day. Right? And so how do you believe that a wellness strategy should move from just being another line item — whether it's a line item expense — and becoming much more of a strategic lever that we can use to positively influence our bottom line as well?

Delia Cronin: Yeah. The really important part is it comes down to shifting from looking at engagement to thinking about outcomes as the goal. And so when we look at our data and our return on well-being report from 2025, we found that on average, people were seeing a 20% increase in productivity for their company when they had a clear wellness strategy in place. And the really specific word there is a clear strategy. And so for a lean team, 20% means speed and efficiency. And it's your existing people performing at their peak, so you're not constantly backfilling or dealing with burnout-related results or sick days even. And I think what really comes through here, and you'll see in the slide, is that 93% of CEOs now say wellness is as important as any other business metric. And 56% invest in it primarily to enhance performance. So that tells you the conversation has moved beyond the c-suite, and it's really coming into practice for the business.

Ed Ligonde: So it sounds like it's about efficiency then. Right? Especially, you know, as you mentioned the statistic you see here on the screen where more and more leaders are investing into wellness specifically to enhance performance along the way. I imagine they do that so they can focus more on the strategy as well. Is that right?

Delia Cronin: Yeah. I mean, I always joke that it's just like peak athletes today. Like, you have to recover, take care of your body to get that peak performance. So it's definitely coming through.

Ed Ligonde: Fantastic. And actually, you can see that exactly the investment and the focus by these CEOs is coming through in the ROI data. So 82% of CEOs report a positive ROI from their wellness programs today with an average exceeding 50% investment. So as you look at the data here, the majority are seeing 51 to 100% returns. So it's not just a marginal return that we're talking about. That's a real business case that we're seeing.

Delia Cronin: Yeah. That makes a lot of sense.

Ed Ligonde: So the number I feel like is an important one because it just reframes the conversation. I remember when I joined the benefits industry, wellness was almost kind of a gimmicky word where it just felt like it was much more about the feel good. Like, hey, we offer wellness, and it was more about just feeling good. Obviously, this is much more of a strategic — it's a financial decision as well. Would you agree?

Delia Cronin: Yes, 100%. I think that we're seeing a lot of the investment coming through, and actually leads to exactly what's covering on this next slide, which is that perception gap. So this was really fascinating. In our report, we found that 77% of executives felt that their employee wellness improved in the last year, but on the flip side, only 33% of employees agreed. So that's a pretty massive disconnect, and it signals what we call care washing. So programs that are being offered or maybe put on within their benefits, but the burnout persists or no one's using it. And what also came through that connects to this theory is only 50% of workers believe the c-suite genuinely cares about them, which I think is hard to hear as a leader. And so the problem is usually not the intent. Like, we're putting great programs in place. I think people are investing in wellness as a more true holistic strategy, but it's just the execution. So for lean SMB teams wearing three or four hats, doing both HR and management simultaneously, they're actually putting a lot of this program sprawl in place. So we see them having three to four programs, maybe different apps or discounts, but no one's actually using them because they're not meeting their team where they're at. So it's not really a strategy. It's just more of an administrative drag and, frankly, a checkbox. And so when the program's complex to manage and doesn't meet your team where they're at or where they are in their wellness journey, it becomes just shelf-ware. So it's another thing you're paying for, but it's not delivering any real engagement or results.

Ed Ligonde: You know, it just reminds me of how benefit leaders and HR team members are wearing so many hats at the end of the day. And so especially if you're managing a pretty lean team, I imagine it's pretty hard to chase people down to use a specific benefit. You know, if you're wearing so many hats, as you mentioned, and it's gonna take more than several hours a month to manage, I can imagine you probably see an inverse relationship with the productivity aspect too. Right?

Delia Cronin: Yeah. Exactly. I think what's hard is they're really the intent is there. As we said, like, people are trying. They really do wanna show up for their employees and meet them where they are. And actually, one of the biggest drivers of the gap that we see in engagement and results is leadership visibly participating. So when leaders are passive, employee engagement is around 44%. So that means we're not getting that great engagement. But when leaders are active, when they're visibly prioritizing their well-being, blocking their calendar, taking PTO, that number jumps to 80%. So it really is lead by example. And so engagement starts at the top. Leadership participation can transform this from an HR perk, as many have historically thought about it, into a real company-wide movement and culture, which is really important.

Ed Ligonde: That is quite a significant lift. And yeah, you know, it's not necessarily that you need to just spend more money. Right? It's more so that you need leadership buy-in. And I would also add just even just the education around what this means as well for people. Just a quick anecdote. From a benefits education perspective, when we work with employers, we always talk about how you don't need to spend money — or more money — to make your benefits better. A lot of times people just need the peace of mind of understanding how best to navigate what they have, as well. So that's super interesting. And as we head into the next section, I'd love to get into the hard math as a CFO in this discussion. Right? And what an owner would actually care about, some of the stakeholders that are kind of bought in as well. So if we're moving away from engagement as the only metric, how do we move forward and measure ROI and well-being in terms of actually impacting their P&L at the end of the day?

Delia Cronin: Yeah. I think the big piece that we often talk about is shifting it from wellness into preventative health care. And three big buckets then come up within that space. Right? So the first that you'll see here is absenteeism. So when you have a proactive wellness solution in place, it can actually reduce sick days from 14 up to 19%, which means you have more of your team in seat, high performance, and less time out or recovering. And the big one here is the cost of health care. So preventable conditions are 75% of the medical cost in the United States, which is pretty massive. So proactive wellness solutions for both physical and mental health can actually become a preventative care. And so what we're seeing is for every dollar in, you can actually see a 6-to-1 return on your wellness investment through reduced medical spending on long-term care. And the third one here is the piece of retention and recruitment. So our clients see a 40% lower turnover in their workforce. And for SMBs, it can be a pretty massive hit to lose a key team member. And so we're also seeing 89% of employees saying that wellness benefits are a deal breaker when evaluating a new job. So top talent is looking for this in place. So wellness becomes both a retention strategy for lowering turnover and then it can also attract that great talent. So you're not taking massive hits on your P&L when it comes to your actual workforce.

Ed Ligonde: That is quite eye-opening. A 40% lower turnover is just a crazy statistic to wrap your head around. But that's ultimately kind of the language of the board. Right? It turns wellness — yeah — into much more of a business asset rather than something you're spending money on, or a line item expense. And another one of the things that we try to do when we work with our employer clients is tracking these metrics so that leadership just starts seeing it as a way to effectively protect their margins, rather than just another expense that they have to check on a monthly basis. Right? So, 100%. Before we get into more of the data, one of the things I'd love to do is get a little audience participation here. We're gonna drop a quick poll for you. When you think about employee wellness, I'm curious what it means to you. Physical, mental, financial — when you think about wellness, which pillar does your company invest most in? I've got a couple of those here on the screen as you can see. Just wanted to see how you weigh those three different types of wellness as well. I'm also curious just to get ideas for anyone outside of these three as well.

Delia Cronin: Yeah. I'd love to see if there's anything in the chat that people feel like is missing from these big categories or even something they've invested in their own day to day, or have carved out that looks like wellness for them. You know, we realize a lot of times that the term wellness can mean so many different things to people. Right? So when we say you offer wellness, what does that mean? What does that mean to your employees? And does it actually match your cultural mission as well? I don't wanna give too much of a pitch for Wellhub, but we include so much stuff that it's interesting to hear what different team members use. Right? Like, I use audiobooks.com, which is one of our partners, to go for walks with my dog and make sure that it's sort of that little treat in my day, whereas some of my teammates use it for Strava or going to Barry's. So I agree with you that it's interesting to see how wellness changes and evolves for each person, which is nice.

Ed Ligonde: That's such a big category. 100%. Alright. So let's look at some of these results here. So a lot of you actually look at this equally, which is fantastic as well. It looks like 50%, and then mental. I know, especially since COVID, and I know it's crazy to keep talking about COVID six years later. But one of the things that I appreciated about that time, while it was tough for people, was that it was no longer a taboo subject to discuss. Right? Mental health became something that was really important and intentional for employers. And it wasn't just something as simple as offering an EAP. There's so many different ways employers could invest to provide support. So just like your previous note, employees coming into an organization are starting to expect this. It's starting to become table stakes rather than a perk.

Delia Cronin: Yeah, 100%. It's also great for me to see that people are considering financial wellness, and I'm gonna go into it on this slide. But it's just nice that people are investing across all three. So when we look at and we talk about where the ROI is, or what dimensions we really need to focus on, a lot of programs are usually focusing on one of these pillars. So for the physical side of things, 29% of employers offer virtual fitness classes. So we're leaving out a huge amount of the workforce that's remote or hybrid or even just wants to work out at home or has minimal time. Right? Like, working parents, I feel like they're just trying to get those 30 minutes of physical activity themselves. On the mental health side, only 25% have a proactive burnout prevention program. So I think the word here that's really important is that proactive piece. Support is mostly reactive for our mental health programs, and so we're missing about 75% of the work there. And then finally, financially, I'm really glad to hear everyone thinks about all three pillars. I feel like this one often falls off when it comes to wellness, but actually 66% of employees say that financial stress is affecting their work or even just their stress management. And only 31% of employers provide financial wellness tools or programs. So a holistic strategy that addresses all three of these is really important. When you only solve one, you're really leaving the other two to drain on productivity and overall mental wellness.

Ed Ligonde: Exactly. Yeah. So let's say you're working with a benefit leader within an organization and they're bought in. You have an HR leader, they're bought in. And I always think that HR — I call them the unsung heroes of organizations or the heartbeat of organizations a lot of times — just because they have to sit in between leadership as well as the employee and be the voice on either side. So I'm curious from your standpoint, Delia, what kind of objections do you see that benefit leaders or HR team members face when they're bought in, they see the value, but maybe leadership doesn't get it?

Delia Cronin: Yeah. I'll touch on a couple that are the main ones. Right? So the first one we see is: will people actually use it? So CEOs cite low engagement — about 30% cite low engagement as a primary concern. Like, they don't want more shelfware to just purchase and leave there. Another piece is: is it too expensive? So I think there is a notion that wellness is an HR perk, and 29% of CEOs worry about the cost ofthis, likely connected to the first topic of will people use it? And then finally, how do we measure impact? And this one's really, really important when it comes to ROI, because 27% are still responding they aren't sure what success looks like or how to measure it. So when we talk about this at Wellhub, there's a clear winning formula for us. So first, 49% of successful wellness programs use employee feedback to shape their approach. So I always recommend starting there. Go talk to your employees, see where they're at, and not just the ones that are already investing in wellness. Actually, over 60% of Wellhub users didn't previously have a wellness or fitness solution in place before starting on the program. So don't just go to your already active group, but talk to your whole audience. And the second piece is run some pilot programs. So to prove the impact's gonna be there before you go all in, especially for HR leaders as they talk to CEOs, it's nice to find some pilot results to bring back. And the last piece is really monthly reporting. So just like any other part of your business unit, you wanna look at the results monthly. Organizations that connect wellness outcomes and look at this on a regular basis see 58% budget growth in their programs over time, because they're really tracking that impact and tracking those results.

Ed Ligonde: So what I'm understanding here is it's definitely not a set-and-forget-it type of strategy. Right? It's, you know, there's intention behind getting the employee feedback, which I truly appreciate because I think, you know, as benefit leaders, a lot of times we unintentionally just assume this is what employees want and this is what the employees need to understand. And so having those data points is gonna be key for leadership to understand, to get their buy-in to keep moving forward in these programs. Right?

Delia Cronin: Yeah, 100%. And sometimes your loudest employees make you feel like this is definitely a thing you need. And so it's important. We always say go back and talk to everyone and try to create those smaller groups to get maybe the less vocal voices out there. Because part of that piloting is important to make sure it's actually meeting the needs. Because I hear from a lot of HR leaders, they put something in place and people are really asking for it, and it doesn't move the needle. And so it's about putting it there, hearing from the employees. And then as we talked about earlier, leadership needs to be bought in and help you drive that because it can't just all come from HR. It really needs to be a company-wide culture, and that's sort of what we're passionate about at Wellhub — making every company a wellness company in that way.

Ed Ligonde: So you're talking about cultural change. Right? And you mentioned a great point because it makes me think about something that I find happens a lot in the benefit space where you just have a lot of buzzwords. There's, like, you know, what we talked about in the beginning — when I got into this business, I won't say how long ago, but a long time ago — effectively wellness was just kind of this gimmicky word. It didn't have any substance behind it. And then of course when COVID happened, like, oh, we offer mental health, and the great resignation, and there's all these buzzwords. And just like any TikTok trend, it dies out over time. Right? And so I wanted to kind of unpack what you mentioned there. How do we make sure that it is a cultural change?

And you mentioned a great point — we're a wellness company. We're not just a company that offers wellness. Right? There's two completely different mindsets there. So how do we get there?

Delia Cronin: Yeah. I think when it's done right, the outcomes are pretty significant. So I think it's taking that intention and putting it into action and execution. And so for well-loved clients, we do see a 35% lower health care cost, which is pretty significant especially as rising health care costs continue globally. Our clients have saved 200 million in health care spend last year. And we see lower turnover, as I mentioned, compared to non-users, and productivity gains of 52% for Wellhub users. So these aren't just projections or guesses. We're actually connecting these to measurable outcomes for companies that made wellness a priority. So they put something in place, they work with our team to drive those results, and they're sort of always driving those best practices forward. So it feels like it's putting a program in place and then driving that action and intent, and then those real results come through. So it's definitely about moving away from, as we talked about earlier, how much medical increases and benefit increases year over year are way outpacing inflation. It's becoming unsustainable. But instead of having a reactive insurance mindset, it's a proactive, for lack of a better term, performance mindset.

Ed Ligonde: Yeah. Right? And it reminds me of when we have conversations with employers, we say, hey, I don't think renewal should be something we're surprised about anymore. I think we could set up a benefit campaign over the next two to five years where we can create predictable renewals. And by putting in these types of bonus strategies — whether it's Wellhub, and you talked about two of the other pillars as well — so that you're driving behavior change and driving the right performance along the way with your members. So as we do that, one of the things I'd love to do, if enhancing your 2026 goals towards wellness is really important to you — we're gonna drop a quick poll in the chat right now as well. If you're interested, we're actually a client of Wellhub too. If you're interested in deploying Wellhub, I had to give you a little plug there, Delia. We're big fans. We have a lot of clients that are big fans of them as well. They're one of the pillars that we talked about too. Go ahead and vote, and the Wellhub team will follow up directly along the way with anyone that says yes. So big fans of you guys, and I appreciate you. Appreciate your resources for everybody along the way. So I think, you know, even if it isn't Wellhub — we hope it is — I think there are a couple of key learnings. Right? Like, we just want it to be frictionless for users. We wanna have that cultural shift and then make it centralized. Obviously, we're here to help. We'd be happy to chat, but we understand that it looks different for everyone. And so if it's not now, we're happy to be a resource over time.

Delia Cronin: Awesome. Awesome. So action plan for 2026.

Ed Ligonde: Alright. So how do we actually get these things off the ground at the end of the day? And again, as we were just briefly touching on this before the poll, making sure that this isn't just some short period where we forget about what the actual intention is behind it anymore in driving that cultural change. So how do we make this more of a permanent strategic move for employers moving forward?

Delia Cronin: Yeah. So I think if there are three things I'll leave you with for an action plan for 2026, I think the first is: again, stop guessing. So go take a survey of your team and identify where your team is actually struggling, whether it's mental health, burnout, physical activity. Hopefully you can find a solution that's all three, but we know budgets are tight, and HR leaders are wearing a lot of hats, especially at SMBs with leaner teams.

The next piece is to centralize. So we talked a lot about that program sprawl of multiple things that aren't getting used. And so with that survey, you can ask how people are currently using it, but also to create one flexible, ideally digital platform that removes the administrative drag on your HR team, while also giving the employees the variety they need to actually stay engaged, knowing that every employee is different and will be in a different spot.

And then third, really encourage everyone to report on it often. So connect it however you can to wellness outcomes and to your P&L on a monthly basis. So that's how you keep leadership actually engaged and how budgets grow over time. And as you mentioned, Ed, you're able to make those investments over time and see the results of these programs.

Ed Ligonde: I appreciate that big time. And one of the things it makes me think about is the fact that wellness itself just isn't and shouldn't be a distraction. Not to make it a game of semantics, but the term employee benefits I felt like for a long time has meant insurance. And it's really not that. It's the benefit of being an employee. And the reason why employers offer benefits is, of course, for recruitment and retention, but also to hopefully become an employer of choice. Well, how do we do that? We need to drive savvy consumerism. We need to put in programs that help people from a personal perspective because that's how they can actually bring their best selves to work each day. Right? And again, I feel for all you HR leaders and benefit leaders out there because there's just so much to have happen and so much to do on an ongoing basis. But again, one of the things I wanted to leave you all with is: wellness is definitely not a distraction and shouldn't just be a buzzword anymore. It should be an intentional cultural shift that helps you put a plan together so that renewals are no longer a surprise. And again, you get the best bang for your buck from a recruitment and retention and performance perspective along the way. And I'm curious, just one more question for you, Delia, as well. We'll put you on the spot here a little bit. Just to get a little bit more tangible or kinda granular, and I'll chime in with some ideas too. What are some of these programs? Like, maybe you could talk about Wellhub, what Wellhub actually includes, and then I'll share some ideas around that as well.

Delia Cronin: Sure. Yeah. So Wellhub is essentially an aggregated wellness benefit platform where employers can offer this wide variety of wellness offerings, which — I think we had some questions in the chat — it's sleep apps, mental health like meditation, nutrition apps. I know I use audiobooks.com a lot, financial wellness and education apps as well, as we have a physical in-person component for both full-service gym and local boutique studios that allows people to sort of engage in the way that they want with their wellness solution. So that's sort of how we kind of address it with this aggregated solution. Other wellness programs that I've seen are something like an EAP. Even if we have a tight budget, I've worked with teams to just understand how they can create a stronger, flexible working environment, maybe finding things that are giving their team more moments out of the office. So it can be this bigger program like Wellhub, but if you're not ready for that, part of it's just a cultural shift. And so a wellness program where it can still be all-encompassing can look in different ways. So it might be a gym stipend, EAP, different pieces like that too.

Ed Ligonde: Fantastic. And those are some tangible ideas too. And the good news is it's actually very affordable to do it. You know, I think one of the things that maybe scares people away from starting a wellness campaign is: I need a big budget, I need a lot of money to get this off the ground. And a lot of times you can work with your benefit partners to gather that budget. I'd love to create a budget when a budget doesn't exist, because sometimes you need it. You need a little help to get those off the ground. And one thing I'll add as far as some of those tangible ideas, again, is the idea of prevention. Delia, you talked about this at the beginning — there are so many medical claims that happen on a day-to-day basis that are preventable. And one of the things that we're dealing with right now is the fact that during the last five or six years, a lot of citizens just didn't go to the doctor because one, they couldn't, or two, didn't know who to go to, when to go to, and weren't taking care of themselves as much as they normally would have. And as an employer, if you invest in preventive strategies, whether it's even primary care — and there are over 38% of Americans that don't have a primary care relationship, which is a startling statistic. That is the cornerstone, or I guess the beginning, of your health care journey at the end of the day. So you've got that with a Wellhub-type strategy along the way, and you're well on your way to driving behavior change as well. So

Delia Cronin: Yeah. And you touch on a piece that I think — medical cost becomes both the thing that's preventing people and the part of not knowing where to go. And I think with wellness, or even if we take fitness for instance or mental health, sometimes it's tricky and daunting to go straight into a medical professional. Right? So something like a Headspace can be a great way to just integrate meditation into your daily practice and create that stress management. Or physical fitness — like for me, I was always intimidated by Pilates, but Wellhub gave me the access to go try a local studio, and it's really turned into a nice community for me. And so I'm very grateful to not only work for Wellhub and get to make this our mission, but to also experience it firsthand and expanding how I take care of my physical and mental health.

Ed Ligonde: You mentioned something really interesting, and just to share a quick personal story, it's the same thing. My employer, Nava, you know, invested in Wellhub as well. My wife and I joined a local gym, and we've created a community ourselves. And honestly, they've become some of our best friends. And it just allows me to wake up every morning knowing that I'm gonna hit that gym and start my day off right. And I don't know that I would have had that exact same experience had I tried to do that on my own. Right? So yeah, it's lowering your barrier to entry. And I'll mention Wellhub one more time — we also have a family member element. Right? So that accountability and driving it with your family members, with whoever that looks like. I know my boyfriend gets me to go to the gym with him just because we both are on Wellhub. So I think if you're interested, please reach out and we'll find a way. I know budgets are tight, but we're happy to work with you all to make sure that it feels reasonable for your team to get started.

Delia Cronin: Awesome. Thanks so much.

Ed Ligonde: And thank you so much for sharing that data. And for everyone watching too and for joining us today. Not only thank you for that, but we'll be sharing the full Return on Well-Being Report so you can dive into the math yourself, you can share it with your teams, your leadership, whoever or any stakeholders that are important to you. And then again, we'll be available afterwards if you wanna dive into it and just kind of bounce ideas off each other. But before you close, we are hosting an awesome event, our second annual Fix Healthcare Live event on April 29th — just a couple weeks away already — in San Francisco. So those of you who've been itching to visit California, here's a fantastic reason to do so. We also have a virtual option too in case you can't make the trip out. So you can definitely do that. Details are gonna be in the chat for you all. Would honestly truly love to see you there. We have tons of amazing speakers, employers, solution providers like Wellhub as an example, tons of other industry experts talking about how we can take 2026 benefits and infuse AI into a lot of the things that we're doing today as well. So definitely wanted to mention that event, and appreciate everyone for being here today too. And don't be shy if there's any questions or anything we may have missed in the chat. Again, I'm Ed. That's Delia. Thank you for joining. Happy Tuesday, and make it a great day. Thanks for joining all. Excited to see the impact you all make with the information.

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