Chronic diseases like diabetes, hypertension, and cardiovascular conditions are rising among Asia’s working populations, driving up absenteeism, presenteeism, and healthcare costs. With medical inflation in the APAC region projected at 12.3% in 2025, employers are increasingly prioritising integrated benefits and wellbeing solutions to manage costs and improve employee health.
For HR professionals, whose role in fostering workforce wellbeing continues to expand, this guide provides a practical roadmap for addressing chronic disease management in the workplace. It includes actionable insights and recommendations for designing and implementing programmes that promote healthier work environments and support long-term employee wellness.
The impact of chronic diseases in the workplace
Chronic diseases, or non-communicable diseases (NCDs), are long-term health conditions that develop gradually and demand continuous care. Examples include diabetes, hypertension, heart disease, and obesity, all of which require careful management to maintain overall wellbeing.
The increasing prevalence of chronic diseases among employees has significant implications for organisations. These include:
- Increased healthcare costs: Chronic conditions account for a significant portion of employer healthcare spending, with hypertension, stress, and inactivity being key cost drivers.
- Productivity loss: Poorly managed chronic illnesses increase absenteeism and presenteeism, reducing overall workforce efficiency.
- Cultural impact: Poor health usually cascades into low morale, stress, disengagement, and increased turnover.
Hybrid work models and sedentary lifestyles have further increased employees’ risk of developing chronic health conditions—with 46% of employees in Asia reporting a lack of physical activity per week, according to a 2024 Naluri study. Younger generations are at higher risk, with 49% of Gen Z and 45% of millennials reporting insufficient activity, compared to 33% of Gen X.
Thus, while remote work has proven productive for many employees, it also presents new challenges for managing chronic diseases.
Understanding chronic disease management
Chronic disease management (CDM) is a proactive, coordinated approach to preventing, monitoring, and managing health conditions over time. It involves early detection, effective treatment, and healthy lifestyle interventions to mitigate symptoms and complications.
Employers play a crucial role in driving effective CDM by providing health programmes that offer resources, incentives, and benefits to encourage healthier lifestyles and improve access to care.
Goals of chronic disease management in the workplace
Well-implemented chronic disease management programmes (CDMPs) strengthen workforce resilience and create more engaged workplaces. They provide long-term value by focusing on these key objectives:
- Improve health outcomes: Managing chronic conditions enhances employees’ quality of life and reduces complications and hospital visits.
- Reduce economic impact: Proactive care helps curb excessive medical claims and emergency healthcare costs.
- Increase engagement and productivity: Healthier employees take fewer sick days, work more effectively, and improve team dynamics.
- Foster a supportive workplace culture: Promoting employee health builds trust, loyalty, and a health-conscious culture within the organisation.
5 key principles of chronic disease management
A strong CDMP is built on core principles that not only tackle immediate health concerns but also lay the foundation for employees’ long-term wellbeing:
1. Prevention and early intervention
Preventing chronic diseases is often simpler and more cost-effective than managing or treating them. Regular health screenings and access to medical check-ups can help identify early risk factors such as high blood pressure or elevated cholesterol and nip them in the bud.
2. Personalised care plans
Effective CDMPs focus on individualised care that addresses physical, emotional, and social health factors. Participants may receive one-on-one coaching or access to a digital platform that tracks their progress and adjusts recommendations in real time. This tailored approach ensures that the care provided is relevant, effective, and sustainable for each employee.
3. Multidisciplinary collaboration
Well-rounded care requires input from multiple experts. This includes medical professionals, health coaches, and HR teams who can work together to provide holistic support to employees. Partnering with digital health solution providers like Naluri also enables organisations to scale their programmes without compromising on quality.
4. Continuous monitoring and data-driven insights
A successful programme must track employee health, participation, and outcomes to ensure relevance and effectiveness. Regular check-ins, health questionnaires, and real-time monitoring allow HR teams to identify potential risk factors and adapt interventions based on ongoing data analysis.
5. Employee education and empowerment
When employees are empowered with the knowledge and resources to manage their health, they are more likely to embrace lasting, positive habits. Organising regular health literacy workshops on nutrition, exercise, and stress management is essential for fostering a workplace culture where employees take ownership of their wellbeing.
Creating an effective chronic disease management programme
If your organisation is looking to implement a CDMP for your workforce, here are five steps to help you develop an effective programme:
Step 1: Assess workforce health needs
- Conduct anonymous surveys, health assessments, and claims analysis to identify the specific needs of your people.
- Focus on addressing the most common chronic illnesses or health issues affecting your workforce.
- Consider the demographics and unique challenges of your workforce, such as age, gender, and work environment.
Step 2: Plan and design interventions
- Set clear, measurable goals that support employee wellbeing and organisational objectives, such as reducing absenteeism or improving biometric markers like blood pressure.
- Work with medical and health professionals to choose the best interventions for your workforce, such as health coaching, medication management, or self-management programmes.
- Include modular care pathways for flexibility to address a range of chronic conditions.
Step 3: Foster leadership buy-in
- Communicate the business case for investing in employee wellbeing and the potential return on investment (ROI) for the organisation.
- Obtain senior leadership support to secure necessary resources and encourage leaders to lead by example through active participation.
- Involve leadership in the planning process to strengthen commitment and ensure alignment with organisational goals.
Step 4: Implement multi-touchpoint support
- Combine digital tools, such as progress tracking apps and digital coaching, with in-person initiatives like health screenings, workshops, and peer support sessions.
- Create a communication plan to promote your CDMP and inform employees about available resources through channels like email, group messaging apps, or your enterprise social network.
- Encourage employees to take advantage of support resources by integrating them into company policies or providing incentives for participation.
Step 5: Measure and optimise
- Track key performance indicators (KPIs), such as participation rates, health outcomes and claims reduction, to measure the effectiveness of your programme.
- Regularly gather employee feedback to continuously improve programme design and delivery.
- Consider external benchmarks and best practices to ensure your programme stays competitive and effective.
Ongoing vs short-term CDMPs: What works best?
When designing a CDM strategy, HR leaders must also decide between ongoing programmes, short-term programmes, or a combination of both.
While ongoing programmes are typically more effective for managing chronic diseases, short-term programmes may be more suitable for addressing specific organisational needs.
Ultimately, the best approach will depend on the unique needs and challenges of your organisation, taking into account factors such as:
- The severity and type of chronic conditions among your employees
- Your organisation’s budget and resource availability
- Employee preferences for flexibility or structured timelines
- Whether long-term goals or immediate needs are the priority
Partnering with an experienced CDMP provider like Naluri can help HR leaders navigate the complexities of CDM and select the most suitable approach for their organisation. By combining the expertise of a trusted partner with a tailored programme that addresses both individual and organisational needs, HR teams can enhance employee wellbeing, optimise resource allocation, and lower healthcare costs while driving meaningful improvements in business performance.
For more information about how Naluri can support your employees’ health and wellbeing, explore our CDMP, or talk to our sales team.