Planning Your 2026 Wellness Calendar: What to Include

As 2025 winds down, it’s the perfect time for organizations to start mapping out their 2026 wellness calendar. A thoughtfully planned wellness calendar helps create structure, drive engagement, and maintain momentum throughout the year. When done right, it becomes more than a list of activities—it becomes a roadmap for a healthier, more energized workforce.

1. Start with Data and Feedback

Before diving into next year’s calendar, review this year’s data. Which programs had the highest participation? Where did engagement drop off? Collect employee feedback through surveys or focus groups to identify what topics and formats (in-person, virtual, hybrid) employees value most. This insight ensures your 2026 plan meets real needs.

2. Align with Organizational Goals

Connect wellness initiatives to your company’s broader business objectives. For example, if your organization is focused on improving retention and employee satisfaction, consider programs around stress management, resilience, and mental well-being. If cost containment is a priority, focus on prevention and lifestyle health programs that reduce long-term healthcare risks.

3. Build Around Key Wellness Themes

A well-rounded calendar should address total well-being—physical, mental, financial, and social health. Consider building your 2026 calendar around monthly or quarterly themes such as:

• January–March: Resilience and Healthy Habits

• April–June: Physical Activity and Movement Challenges

• July–September: Nutrition, Hydration, and Energy

• October–December: Gratitude, Stress Management, and Mindful Holidays

This approach keeps programming fresh and cohesive throughout the year.

4. Mix It Up

Offer a variety of program types to keep employees engaged:

• Wellness challenges (steps, hydration, gratitude, or sleep)

• Health education seminars (nutrition, ergonomics, mental health, etc.)

• On-site or virtual screenings

• Team-building and community service events

• Incentive campaigns to reward participation and progress

Variety ensures there’s something for everyone—whether they’re beginners or wellness champions.

5. Don’t Forget Recognition and Reflection

Plan regular opportunities to celebrate success—quarterly check-ins, spotlight stories, or end-of-year awards. Recognizing participation and progress helps sustain engagement and fosters a positive wellness culture.

The Bottom Line:

A proactive wellness calendar sets the tone for a successful year. By planning ahead, aligning with company goals, and addressing all dimensions of well-being, you’ll build a program that not only supports employee health—but also strengthens your organization’s culture and performance.

Schedule a free consultation with Kristine Keykal, CEO and Co-Owner to review your employee wellness program:

Email Kristine at kkeykal@advantagehealth.com to get started or call 612.823.4470 (select option “1”).

Let Kristine Keykal, M.P.H, co-founder of AdvantageHealth with over 25 years of experience, consult with you on your employee wellness program.

Since 2001, Minnesota-based AdvantageHealth has been delivering award-winning employee wellbeing programs and fitness center design & management throughout the U.S.