Undersøkelsesrapport for helse på forespørsel 2023 

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How can you bring resilience for a continuous crisis era? Employees' mental wellbeing is affected by social and economic crises, and we have seen the last few years take a heavy toll. Around half of all employees globally say they are worried about economic downturns, pandemics, or health crises, as well as war and violence.

Some groups of employees are worried by additional factors that affect their lives. For example, in some places, ethnic minorities are more likely to be worried about violent crime than no minorities. It is inevitable that employee concerns will impact their well-being and work performance. Listen to your workforce to find out what's worrying them in this poly-crisis era and help them become confident about their future. Read our Health on Demand research for creative ways to bring resilience to your workforce.

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How can you intensify your impact on societal issues? While global crises may not be under the control of employers, workers want their employers to act as agents of change to help address societal issues. Paying living wages, women's health issues, social justice, and equity are all major priorities for over half of employees as are the interests of differently abled individuals.

But this is about more than just a few statements on social media. Employees want their employer to be authentic and active about the causes they care about. Employers have a clear opportunity to reinforce their corporate values, and take a stance on social issues through the benefits that they offer. Are you ready to align your benefits and values? Download our Health on Demand research to intensify your impact.

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Balancing your human and digital health care delivery. Imagine a future where every day technology helps to deliver health care digitally in our own homes. That's an attractive prospect for over two-thirds of employees. But when it comes to a serious condition, you can't replace the value of a trusted human health care professional.

Digital tools such as apps to self manage help and find medical care are already available to help employees. But less than a third say their employer offers them. Over half of employees say they trust their employer to offer high-quality health solutions, which is a great basis for combining the best of digital and in-person support through the workplace.

And while digital health innovation continues at pace and certainly has its place, people still value human connection when it comes to their care. How can you balance human and digital health delivery in your benefit plan for the best outcomes? Read our latest Health on Demand research to learn how.

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Mitigating risk for your unwell employees. Employees who describe themselves as physically or mentally unwell are among the most vulnerable groups at work. Although physical or mental health problems are temporary conditions for many people, for others, they are long-lasting or permanent and can affect their experiences of work and wider life.

Conditions like diabetes, cancer, and hypertension require comprehensive strategies, encompassing prevention, diagnosis, treatment, and workplace supports. Employers can help by identifying gaps in cover and shortfalls in benefit provision where it is needed most. Mitigate risk for the unwell in your workforce. Learn how in our Health on Demand global report.

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Addressing the health and risk protection gaps of your workforce. Effective health care benefits can help employees not only stay well and recover from illness but also to protect their families and thrive at work. But nearly, half of employees globally say the benefits that they receive meets their needs, and almost a quarter don't have access to any employer sponsored benefits at all.

This is especially acute for particular groups, such as low paid workers, where a small portion have access to mental health or disability income protection coverage. Self-employed gig workers are even more poorly supported with many receiving no benefits at all. By addressing these protection gaps, employers have a chance to unlock the potential of healthier employees across the whole of their workforce. So identify and address the health and risk protection gaps faced by your workforce. Read our health on demand research to learn more.

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Benefits for emotional well-being build employees' mental resilience, support their life beyond work, and protect against burnout. However, there is a gap between the mental health benefits that employees want and what's offered by employers. And taboos still surround mental health at work.

Only around half of employees say they would feel comfortable telling a manager or colleagues that they see a therapist or take medicine for a mental health issue. Employers have the opportunity to offer mental health training to all levels of leadership, identify workplace stressors, and create a mental health plan that covers prevention and treatment across the whole workforce. Consider designing your benefits to foster emotional well-being in the workplace and for your employees' overall lives. Read our latest research, Health on Demand, for insights and actions.

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