As summer winds down and businesses prepare for the final quarter, September is more than just back-to-school season—it is a natural reset point for organizations. For HR and business leaders, this moment provides a strategic opportunity to re-engage employees with their health benefits before the year-end rush. With rising insurance premiums and open enrollment around the corner, proactive investment in employee health now can reduce costs, increase productivity, and improve overall satisfaction.

Preventive screenings and checkups are not just good for employees—they save organizations money. According to the CDC, chronic diseases cost U.S. employers more than $36 billion annually in lost productivity. Yet many employees delay care until health concerns become urgent.

With telehealth for urgent and primary care gaining popularity, employees can access doctors without disrupting their schedules. This minimizes absenteeism and encourages proactive care. By promoting preventive care, businesses can reduce emergency claims later in the year and support healthier, more engaged teams.

September is Suicide Prevention Awareness Month, underscoring the need for accessible mental health support in the workplace. A report from Gallup shows that employees who feel supported in their mental health are 63% more likely to stay with their organization. In today’s tight labor market, retention strategies that include mental wellness are essential.

Employee Assistance Programs (EAPs) typically offer counseling, access to licensed clinicians, and digital self-guided courses to help employees manage stress, anxiety, and personal challenges. Take some time this month to evaluate whether your EAP is keeping pace with industry standards. Are the offerings fresh, relevant, and competitive? Or could employees find better resources elsewhere? Ensuring your EAP delivers expanded and timely support is a critical step in protecting your culture and retaining valuable talent.

September is also Healthy Aging Month, underscoring the importance of supporting employees at every career stage. For executives, this merges health equity with business continuity and cost management.

Older employees bring decades of institutional knowledge, problem-solving skills, and leadership experience that cannot be replaced quickly. Retaining this talent helps organizations avoid costly turnover, which SHRM estimates at 6–9 months of salary per employee. With the U.S. Bureau of Labor Statistics projecting that nearly 1 in 4 workers will be over 55 by 2031, investing in the health of older employees is a strategic necessity.

Healthier employees are more engaged today and less likely to retire early due to preventable conditions, which sustains workforce productivity and bridges growing talent gaps. Age-diverse teams also strengthen innovation. Studies show that companies with multigenerational workforces adapt faster to market changes and bring greater creativity to problem-solving.

• Remind employees about preventive and mental health benefits

• Confirm the quality of your benefits package