A recent study researching employee healthcare spending found 10 health risk factors, which could be altered by making lifestyle changes, contribute to more than one-fifth of employer and employee spending.

The study, which was published in Health Affairs, found that 22.4 percent of $366 million spent annually by seven companies was attributed to the following risk factors:

• High blood pressure
• High cholesterol
• High blood glucose
• Depression
• Obesity
• Stress
• Tobacco use
• Poor diet
• Physical inactivity
• Excessive alcohol use

Obesity, no surprise to me, clocked in as the highest cost per capita per year, followed by physical inactivity. Obesity costs alone clocked in at $347 per capita per year.

Yes, it’s jaw dropping. But here’s what gets me: The majority of these risk factors are largely prevented by controlling your weight. If this isn’t a strong enough case for the importance of employee wellness programs, then I’m not sure what is.

Upcoming changes to the Affordable Care Act encourage employers to invest in wellness programs, myself included.

Currently, employers can charge higher insurance premiums without discussing steps with their employees to better their health. Beginning in January 2014, employers will have to refer employees to various wellness programs in order to charge higher insurance premiums for not meeting a specific goal. If an employee refuses to participate, an employer will legally be allowed to increase premiums up to 30 percent higher than the standard premium, as long as employees are given ample time to change their habits through a wellness program.

Essentially, this change, which seems slight, can significantly alter the way we look at changing our lifestyles. This requires employees and employers to have the obesity conversation, regardless of whether they want to. It brings the issue to the forefront of employers’ and employees’ minds. It forces everyone to acknowledge it.

Hopefully, the focus on wellness programs will decrease the cost of these risk factors, leading to reduced overall healthcare costs. It’s a win-win situation.

As an employer, if I’m going be required to invest in and recommend wellness programs to my employees, I’m going to take the time to look at the facts and suggest a program with proven results.

A study published in the American Journal of Medicine found physician-directed medical weight loss produces significant, effective, and sustainable results. It makes sense. We trust our primary care physicians with the majority of our chronic health problems, so why would our weight be an exception?

I strongly believe the majority of these risk factors cited can be controlled with the guidance of trained physicians. Do you think these changes will lower long-term healthcare costs?