The Saudi Arabian Corporate Wellness market is predicted to witness steady growth during the projected period.
The market will grow rapidly during the forecast period as people gain knowledge about preventive health, the productivity of employees gains more attention, and healthcare expenditure increases, compelling employers to invest in wellness. In addition, rising per capita income is increasing pressure on high-end wellness services, and the high-income professional population is becoming willing to embrace holistic, technological-enhanced, and lifestyle-based programs. The fact that the government promotes workplace wellness as a component of Vision 2030 is another factor that supports the need to access corporate wellness services in the market.
| Report Metric | Details |
|---|---|
| Study Period | 2021 to 2031 |
| Historical Data | 2021 to 2024 |
| Base Year | 2025 |
| Forecast Period | 2026 – 2031 |
The corporate wellness market in Saudi Arabia is expected to rise, driven by public policy (Vision 2030) elevating preventive care and well-being, combining employers' expanding benefits, and the scaling of digital programs. The increase in the market size is indicative of a wider cultural shift in the workplace. Businesses are increasingly recognizing that investing in wellness is essential for better progress. This investment not only enhances productivity but also helps retain the best talent and ultimately reduces operational costs. The demand arises from other factors like the soaring number of non-communicable diseases (NCD) cases such as obesity and diabetes, labour reforms, a big expatriate workforce with diverse needs, and government programs to modernise healthcare & health at the workplace.
Saudi Arabia's Vision 2030, with its Quality-of-Life Program, is a significant driver, promoting that the whole country participates in the physical activity contest. Similarly, the Health Sector Transformation Program (HSTP) of Vision 2030 focuses on primary care, preventative health, digital health, and private-sector involvement, creating the conditions for corporate wellness and employer-sponsored care to flourish.
The national policy encourages preventive healthcare, mental wellness, and recreation, with the associated financial benefits to the private sector coming in the form of subsidies, awareness campaigns, and partnerships. For instance, in May 2024, the Saudi Yoga Committee partnered with the Ministry of Human Resources and Social Development to bring yoga into the workplace. The changes at the government level have had a positive impact on the acceptance of wellness in companies and have motivated them to link their programs to health goals set by the government, like the "Live Well" project of the Ministry of Health that aims at preventing diseases through nutrition, exercise, and mental health.
Additionally, in 2023, the 324 Plan was made public by the Public Health Authority of Saudi Arabia. This is a comprehensive strategy aiming to bring down the NCD death rate from 510 to 324 per 100,000 people by 2030. The whole document is directed towards the prevention of such deaths, early identification, and health care for chronic ailments; diabetes, cardiovascular diseases, cancer, and mental health – the last being a risk factor. It emphasizes a combination of several sectors working together. The plan outlines habits and changes coming from the digital world, tobacco cessation, fitness activities, health programs in workplaces, and proper frameworks for monitoring as the main approaches.
Furthermore, the 324 Plan aligns with Vision 2030 objectives and highlights the necessity of data usage, behavioral-change initiatives, healthcare collaborations, and community-based health improvement activities. The Plan regards places of work as the main centers for actualization of the Plan and, as such, urges employers to increase their investments in screening, digital wellness platforms, mental health support, employee assistance programs, lifestyle coaching, and preventive health solutions. This creates a big demand for providers of corporate wellness services, insurance companies, and health technology companies in the country.
The Saudi Arabian Corporate Wellness market is segmented by:
1. Greater Emphasis on Mental Health and Stress Management
Corporate wellness is taking a new direction in Saudi Arabia through mental health and stress reduction programs. To deal with the increasing stress rates and enhance productivity within the workforce, companies are providing their employees with employee assistance programs (EAP), counseling services, mindfulness workshops, and resilience training.
2. Rapid Digitalization and Virtual/Hybrid Wellness Models
It is increasingly moving toward a more digital-first wellness solution, such as telehealth, virtual fitness classes, and mobile wellness apps. Hybrid models are the most popular of all because they offer flexibility to both office workers and those who work remotely.
Rising Lifestyle Diseases: The increase in the incidence of lifestyle-related diseases in Saudi Arabia is driving corporate wellness in the country. According to the Health Determinants Statistics 2024 published by the General Authority for Statistics (GASTAT), 23.1% of adults aged 15 and older in the Kingdom are classified as Obese. This statistic indicates a significant number of adult men and women in Saudi Arabia have Weight-Related Risk Factors. The Ministry of Health (MOH) reports the long-term effects of obesity and obesity-related conditions in the country. It indicates that the trends associated with obesity increase the Risk of developing Chronic Non-Communicable Diseases (NCDs), including Type 2 Diabetes, Hypertension, Cardiovascular Disease, and High Cholesterol.
These chronic conditions result in increased Health Care utilisation, decreased Workforce Productivity, and increased rates of Absenteeism from Work. The Saudi Government is actively reinforcing Public Health Initiatives through the Health Sector Transformation Program (HSTP) as part of the broader Vision 2030. The MOH Policies emphasise the importance of Early Screening, Lifestyle Modifications, Nutritional Improvements, and Increasing Awareness of Physical Activity as National Priorities. The increased availability of National Health Surveys and Monitoring Frameworks provided by GASTAT and MOH has enabled organisations to gain enhanced insight into Workforce Health Patterns and develop tailored Health Interventions.
A significant portion of the working-age population in the Kingdom is affected by Obesity-Related Risks, leading employers to recognise the necessity for Structured Wellness Programmes to support preventive care and Long-Term Management of Health. The observed continued growth of lifestyle diseases and the official government data acknowledging this growth set the stage for the continued growth of corporate wellness services in Saudi Arabia.
The finding that 12.4 per cent of adults in Saudi Arabia smoke, including e-cigarettes, links directly to the rise of lifestyle-driven diseases. Smoking remains a key contributor to cardiovascular issues, respiratory disorders, diabetes complications, and overall chronic-disease burden. As these conditions become more common, employers face higher healthcare costs, reduced productivity, and greater absenteeism. This pushes organisations to invest in corporate-wellness programs focused on smoking cessation, preventive screenings, awareness sessions, and behaviour-change initiatives. The data reinforces why workplace wellness is becoming a priority: reducing smoking-related risks offers measurable improvements in employee health and long-term cost savings for large and mid-sized employers.
Challenges:
The Saudi Arabian Corporate Wellness Market, by Enterprise Size, is segmented into Small Enterprises, Medium Enterprises, and Large Enterprises. In Saudi Arabia, the large enterprise sector plays a critical role in determining the demand for corporate wellness services, as these companies, due to their size and scope of operations, have employees whose health, safety, regulatory compliance, and productivity directly contribute to their financial success. Large enterprises typically have an established Human Resources and Occupational Health department and therefore view employee wellness programmes as a complement to the organised management of their workforce. As such, these organisations have high expectations regarding workplace safety, employee protection from workplace hazards, and compliance with national labour and insurance regulations. Therefore, there will continue to be a strong and consistent demand for structured services offered to these companies, such as annual physical health check-ups, occupational health screening, mental health support, ergonomic assessments, chronic disease management, and on-site or near-site health facilities for employees.
In addition, many of these companies have integrated wellness services with mandatory health insurance coverage, allowing them to use the information obtained through the wellness initiative to better manage health insurance claims and reduce employee absenteeism. As Vision 2030 emphasises preventive healthcare, digital health adoption, and increased private-sector partnerships, large corporations are aligning their investments in employee wellness with the country’s goals by utilising digital platforms, telehealth services, and data-driven monitoring of employee wellness initiatives. The procurement patterns of these companies tend to emphasise certified vendors, robust data management processes, measurable results, and the ability to deploy wellness programmes across multiple sites.
These organisations offer a significant volume of long-term, high-value contracts, but to access these opportunities, vendors must comply with formal procurement processes, and any programmes delivered in Saudi Arabia need to be culturally appropriate and designed to meet local needs. Overall, large enterprises represent the most stable, strategically significant customer category within the corporate wellness industry, as they continue to drive the adoption and delivery of comprehensive technology-enhanced wellness solutions that meet both regulatory and internal needs.
The Vision 2030 Health Sector Transformation Program targets a beneficiary satisfaction rate (BSR) of 85.76% and health-risk readiness (HRR) of 90%, reflecting the government’s commitment to improving healthcare quality and emergency preparedness. For large enterprises, these improvements translate into a healthier workforce, better access to high-quality medical services, and reduced absenteeism due to illness. Enhanced hospital experiences and emergency readiness support corporate wellness programs by lowering healthcare risks for employees, integrating preventive health measures, and promoting early intervention. Large enterprises benefit through improved employee satisfaction, lower insurance claims, and more efficient workplace wellness planning aligned with national health priorities.
Based on region, the Saudi Arabian corporate wellness market is segmented into Riyadh, Jeddah, and Others. Riyadh can be described as the main point where corporate wellness is adopted most intensively throughout the Kingdom. This is mainly due to a combination of factors such as the presence of a high concentration of headquarters, a fast-growing private sector that aligns with Vision 2030, and the government's energetic steps to reinforce health, safety, and preventive-care standards in the workplace. All these moves have created a situation where the demand for integrated wellness services is rising rapidly among big employers and regional HQs. These services include physical screening, mental-health/EAP, fitness, chronic-disease programmes, and digital ???telehealth.
Various??? multinational regional offices and several major Saudi conglomerates in the city have expanded the scope of bundled wellness contracts and on-site clinics. At the same time, national initiatives (Health Sector Transformation and Quality of Life programs) and new occupational health regulations are encouraging employers to move from giving benefits unexpectedly to focusing on measurable prevention and productivity metrics.
In??? the first quarter of 2024, more than 125 international companies decided to move their regional headquarters (RHQs) to Saudi Arabia, as per the quarterly report released by the Ministry of Investment (MISA). The number is a 477% year-on-year increase. Small??? and Medium Enterprises General Authority "Monsha'at" reported that the number of Small and Medium Enterprises in the Kingdom grew by 3.1% by the end of 2023, to a total of 1.3 million enterprises. Most enterprises are concentrated in the capital, Riyadh, at a rate of 43.7%, followed by the Makkah region with a share of ???18.1%. The sharp rise in corporate relocations is a strong indication that many multinational and regional companies are setting up their offices in Riyadh. Thus, the number of employees (locals and expatriates) is increasing, which is creating a demand for well-organized employee-health ???programs.
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