Employer-funded health: the impact of chronic ill health and specialised support services 

Employers must be proactive as the UK workforce ages and chronic conditions affect health.

Employers have long been aware of the vital role they can play in promoting a happy and healthy workforce, yet there will always be limits to the provisions they offer.

Healthcare technology is progressing at rapid pace, creating opportunities for new treatment, health data collection and also predicting and preventing potential future health conditions before they become an issue.

Although technology may be able to assist in healthcare outcomes, it is a fact that as working lives continue to expand, so, too, does the likelihood of developing one or more chronic illnesses.

There is growing demand from employees for specialised support, such as fertility benefits, neurodiversity assessments and healthcare screening. As a result, reward and benefits professionals are met with an almost impossible task when it comes to deciding where to prioritise wellbeing spend.

Every employee will have unique healthcare needs, and, as the workforce continues to adapt to longer working lives, employer-funded health models will need to change at pace to keep up with employee demand.

Cost will undoubtedly continue to be a challenge for employers, and projecting future chronic health concerns and disabilities will never be an exact science. But a good understanding of workplace demographics, plus an open-minded approach to healthcare advancements, could prove vital to mitigating rising healthcare costs.

The big picture

Our research explores what is causing the shift in the medical economy, the exciting developments in medical advancements and what this could mean for employers and people risk. It also also assesses how these developments contribute to diversity, equity and inclusion (DEI) aims, and what more employers can do to reduce inequality.

    Wellbeing benefits

    Support for men's wellbeing needs

    34%

    Currently offer

    44%

    Plan to measure within two years

    Fertility benefits

    14%

    Currently offer

    25%

    Plan to measure within two years

    Specific support for neurodivergent employees

    27%

    Currently offer

    37%

    Plan to measure within two years

    Explore the findings

    This report has been developed in partnership with the Reward and Employee Benefits Association and looks at the changing role of workplace health programmes and the challenges presented by growing demand and longer working lives.
    Author
    Mike Naulls

    - UK Corporate Growth Leader, Mercer Marsh Benefits

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