Are Your Health And Wellbeing Benefits Flexible Enough?

UK working adults value their health over their careers, according to new research, a reality that should highlight to organisations the potential of Private Medical Insurance (PMI). However, not all employee benefits packages are equal and some are far too inflexible, according to one nursing support services provider. 

[Related reading: What Flexible Employee Benefits Do Your Staff Really Want?]

UK Staff Value Health Over Careers

More UK working adults believe their health is a top priority versus their careers, at 89% and 51% respectively, new research shows.

According to Bupa’s Wellbeing Index, conducted among 8,000 UK adults, almost one-third (31%) of respondents say their fitness levels are poor. In fact, fitness was ranked lower than respondents’ mental health, physical health and wellbeing, with those aged 35 to 44 the most likely to say they were unfit.

Interestingly, people who are now working from home more often reported a decline in exercise, a result of no longer having a daily commute to the workplace. Nevertheless, many UK adults are making efforts to improve their health and wellbeing. Indeed, 35% said they have cut down on unhealthy foods, while 30% are walking or exercising more regularly, 28% getting more sleep and 23% finding a better work-life balance.

Health anxiety remains prominent, with 41% of respondents indicating that they are more concerned about the impact of future pandemics on their health and 38% saying they were more worried about their wellness than ever before.

Dr Robin Clark, medical director for Bupa Global and UK, said: “...taking the first steps towards a more active, healthy lifestyle is key and it’s really encouraging to see that health is now firmly back on the agenda for many who are attempting to reverse some of the negative side effects of staying at home.”

Employers Warned To Avoid ‘Inflexible’ Health And Wellbeing Benefits

With such a significant proportion of UK adults now focussing on improving their health, a complementary move would be for employers — if they aren’t already — to offer Private Medical Insurance as part of their employee benefits packages. However, according to one nurse-led wellbeing provider, employers need to be careful when making decisions on employee benefits as many are too inflexible when it comes to health and wellbeing support.

RedArc said while many organisations are now doing the right thing by providing a range of healthcare benefits, they need to be cautious when it comes to overly prescriptive benefits which may not provide their staff with the support they need.

RedArc managing director Christine Husbands said organisations need to consider what is really available when choosing a provider. Furthermore, employers need to ensure that any employee benefits they do offer are personalised for each employee.

“When employers talk about mental and physical support for staff, there’s a tendency to think in round numbers: support for a certain number of months, or a set number of therapies offered, or touchpoints allowed. However, health and wellbeing issues that affect staff don’t always fit neatly into these boxes or into a certain timeframe,” said Husbands.

She added that added-value services within employee benefits come in all shapes and sizes, so it is important for employers to take the time to understand exactly what is included.

[Related reading: How Does Private Healthcare Work?]

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With people clearly expressing a desire to prioritise their health, Private Medical Insurance is a complementary offering that employers can provide to help support this. But when reviewing any potential employee benefits, it is important, as RedArc says, to choose offerings that are both flexible and provide the support employees need.