5 Ways to Improve Employee Access to Healthcare Benefits
Employees are turning to their employers to help them access health and care services. However, healthcare costs are rising and employee expectations are changing. Unfortunately, responding to these needs is no easy process.
Access to essential health services presents a major hurdle for UK employees. According to our latest research into employee health and wellbeing:1
- 70% of full-time employees lack medical coverage.
- Two-thirds (66%) of employees have delayed seeking healthcare services over the last two years.
- A quarter (26%) of full-time employees have access to health evaluations. With only 19% of those in physically demanding jobs receiving them.
- 10% of employees currently receive preventative cancer screenings, despite it being the most valued physical health benefit for Baby Boomers, Generation X and Millennials.
HR leaders are exploring innovative ways to broaden access to healthcare. The challenge is to do this without dramatically increasing spend. Here’s some examples of what they can do:
1. Lower cost private health insurance & GP practice alternatives
Cash plans, virtual GP services and tech-enabled medical support can significantly improve accessibility. This is helpful for employers who can’t afford comprehensive private medical insurance. These solutions provide flexible, convenient ways to manage everyday health needs. They're often easier to access than traditional hospital treatment or dental treatment options.
Virtual GP services can also offer quick same day answers. This can offer individuals immediate relief for urgent concerns. It can also help employees avoid unnecessary emergency treatment, taking some of the strain from NHS services.
2. Digital tools
3. Preventative cancer screenings and cancer treatment
Expanding access to cancer screenings increases the likelihood of early diagnosis. This leads to better quality care and greater peace of mind for employees. Earlier diagnoses can also reduce the costs of prolonged treatment absences.2 This delivers a clear benefit to both employees and organisations.
This approach can also help employees with heart disease or other chronic conditions. It helps them to be proactive and receive timely care before their conditions worsen .
Access to healthcare services extends beyond traditional medical care. It provides the support employees need to manage growing caregiving responsibilities. Increasingly more people are juggling childcare or care for elderly relatives. Employers can help by offering flexible working options.
4. Flexible working policies
Employers can provide access to back-up care, childcare subsidies and family-friendly service providers. Low income families can struggle with premiums or paying for dental care and other needed care. This access can help ease the logistical and financial pressures many employees face.
Flexible working policies that allow employees to work from home on some days can also be beneficial. According to a study by Cisco3, there are many benefits to hybrid working policies. 78% of employees say the ability to work from anywhere has improved their wellbeing1. 60% said their productivity and work quality was enhanced by hybrid working options.
It's clear that hybrid working offers a better work life balance and creates a happier and more productive workforce. But many HR leaders don't consider that a happier workforce is also more resilient against mental and physical illness. Some businesses might find that employees would be quite happy just having the option of hybrid working. This could remove the cost of providing access to private health insurance altogether1.
5. Community-based resources
These can include internal parenting networks or carer support groups. These peer-to-peer connections can offer practical advice, emotional support and shared experiences. Formal policies alone may not provide these. Support groups can help employees feel better equipped to manage their injury. They can also provide the positive support necessary to maintain their ability to work.
Companies need to accept their role in improving access to healthcare in England. It not only benefits employees but also results in savings for the company. It can also prevent absences and improve employee productivity.
Prioritising quality care in your policies demonstrates a genuine commitment to employee wellbeing. Overall, it strengthens your team and builds business resilience.
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Frequently asked questions this quarter:
Implementation of mandatory real-time P11D reporting has been moved from April 2026 to April 2027 to give employers more time to prepare.1
On 15 April 2025, the Supreme Court ruled that a woman is defined by biological sex under the 2010 Equality Act.4 This raised questions for clients with group protection schemes and PMI. Although the Act prohibits discrimination based on protected characteristics, including gender, there are specific exceptions for these types of group arrangements. These exceptions allow insurers to consider gender and age when pricing group policies.
This is permitted provided that specific conditions are met. Therefore, employers must still provide full membership details, including birth gender.
The long-term effects on the UK economy remains uncertain, but insurers are monitoring the situation. For PMI, claims incidences have risen due to NHS access issues and easier access to private care, resulting in increased pricing already being seen. Major hospital groups do not anticipate immediate impacts. However, global trade and any impact on wider inflation could eventually affect costs.
For group protection, premiums are based on clients' claims experience or broader mortality and morbidity factors, which change little over time. Currently, insurers do not see recent developments affecting pricing. For pension schemes, their long term nature means they should have the ability to ride out any immediate volatility, with some recovery already being seen.
