A sample prevention programFour offices, three cost drivers, three years

Corvane is a fictional company, and every number here is invented. This sample shows what the Prevention Impact Planner makes: first the plan (made in November 2026), then the 12-month check (December 2027).

Corvane makes payroll and payments software. It has 6,000 people in four offices: Toronto (headquarters, 1,400 people), Warsaw (finance and operations, 1,300), Bengaluru (technology, 1,800) and Manila (customer support, 1,500, on shifts around the clock). A three-person wellbeing team in Toronto runs the program for all of them.

Part 1: The plan (November 2026)

Step 1: The cost drivers

All four offices share the same top three, so this is one table, with the sites that stand out. Corvane's group health plans are insured in all four countries, so claims drive the renewals: the insurers paid about US$7.2 million in claims in 2026.

Data used: health check group summaries from the clinic provider (all sites, 3,900 people took part), insurers' claims reports by category, absence by cause and turnover from the HR system, and the pulse survey. Data to collect: screening uptake from the Bengaluru and Manila insurers.

Step 2: The baseline (December 2026)

VOI scorecard, all sites: reach (the share who join at least one activity), know your numbers, manager support, intent to stay and energy. The same five pulse questions every December, in every office's languages.

Step 3: The plan

Year 1 (2027): three threads, repeated all year

The other 4% covers January's groundwork and December's check.

• Every message and reminder counts too: for screening, reminders and small media (posters, emails, short videos) are both recommended on strong evidence (CPSTF). Together, these activities make a multicomponent program, which is also recommended on strong evidence.
• Frontline and shift teams: every live touch in Manila has an on-shift time, and every message also goes on the break-room screens.
• Languages: English in Toronto and Bengaluru, Polish in Warsaw, and English and Tagalog in Manila.
• Measured in December 2027: every leading measure, absence, turnover and the VOI scorecard. Claims are shown but not counted yet.

Year 2 (2028): go deeper where risk is highest

Year 3 (2029): make it last. Peer champions in every office, the three messages in onboarding and manager routines, the health checks repeated, and the full three-year comparison.

Step 4: The comparison

• Absence and turnover: each office is compared with its own 2024 to 2026 trend. Warsaw's absence was rising by about 0.3 days a year, and Manila's by about 0.2.
• Claims: compared with each insurer's projected trend for the group.
• Limits: a trend can change for reasons outside the program, and claims in a group this size can swing with a few large claims, so they're averaged across years.

Next 30 days

1. Book February's health check week with the clinic provider for all four offices, with on-shift times in Manila.
2. Brief managers on the three messages and their two-minute actions.
3. Ask the Bengaluru and Manila insurers for screening uptake, so cancer screening can be tracked at all four offices.

Data still to collect: screening uptake from the Bengaluru and Manila insurers, and the five pulse questions added to December's survey (HR).

Workbliss runs the sessions in this plan in every office, online or in person, in local languages. Start with Plan my program at workbliss.ai, or email hello@workbliss.ai.

Part 2: The 12-month check (December 2027)

Step 5: The year-on-year tracker (extract)

Step 6: The impact report

Headline: in its first year, the program returned an estimated 1.1 times its cost (range 0.6 to 1.7), mainly through lower absence in Warsaw and Toronto and lower turnover in Toronto and Bengaluru. Claims aren't counted yet.

The calculator's output (exchange rates are examples):

Program cost for 2027: US$240,000, including delivery and staff time. Confidence adjustment: 80%.

VOI scorecard:

Assumptions: daily pay is salary divided by working days, without the cost of cover; replacement cost is half a year's salary, the low end of Gallup's estimate; 50% of the improvement is credited to the program in the central case; claims are shown but not counted in year 1.

What's next: 1. Add one-to-one follow-up for raised readings to February's health check week. 2. Ask the Bengaluru and Manila insurers for screening uptake, so cancer screening is tracked at all four sites. 3. Keep October's back-and-joints surge, and build short strength sessions into Manila's shift schedules.

Sources for the evidence

• Community Preventive Services Task Force: Worksite assessment of health risks with feedback, plus health education
• Community Preventive Services Task Force: Findings for cancer screening
• Community Preventive Services Task Force: Self-measured blood pressure with additional support
• Community Preventive Services Task Force: Worksite nutrition and physical activity programs
• Community Preventive Services Task Force: Worksite tobacco interventions
• Steffens D, Maher CG, Pereira LSM, et al. Prevention of low back pain: a systematic review and meta-analysis. JAMA Internal Medicine, 2016;176(2):199-208.

The Workbliss sessions in this plan

• Understanding Your Health & Healthcare
• Workplace Health Check and Know Your Numbers Clinic
• Understanding Screening & Preventive Health Checks
• Understanding Blood Tests & Health Results
• Family History: What It Can and Can't Tell You
• Workstation Assessment: Computer Display Safety
• The Everyday Heart Health Series
• Women's Health Consultation Clinic
• Resistance Band Pilates
• Musculoskeletal Health Clinic
• Men's Health Screening & Consultation Clinic
• Heart Health for Men Program
• Workplace Health Screening & Risk Assessment Clinic
• Healthy Weight Without Crash Dieting
• Movement for Metabolic Health
• Occupational Health Consultation Clinic

This sample was made in November 2026 with invented numbers for a fictional company. The evidence sources and the Workbliss sessions are real.