Engage Health Group

Tag: Business Health Insurance

  • How employee benefits can tackle workplace productivity

    How employee benefits can tackle workplace productivity

    We hear a lot about the UK’s productivity problem, but rarely about the health-related reasons behind it.

    Mental health challenges and musculoskeletal (MSK) conditions are the two biggest causes of workplace absence according to the ONS. But they are also preventing employees from being fully engaged when they are present.

    A study by Simplyhealth revealed that improving support for just three things – mental health, MSK issues, and GP access – could fix up to 80% of the UK’s productivity crisis.

    The good news is that employers can make a difference by investing in the right employee benefits.

     

    What’s causing the drop in productivity?

    Let’s begin by focusing on mental health. AXA’s Mind Health Report 2025 found that 32% of adults globally are dealing with mental health issues. In the UK, mental health accounted for 27% of all sick leave in 2024, up from 23% the year before. This is also the number one reason for long-term absence for employees under 40.

    And it’s easy to see why. Financial stress, job insecurity, workload, and the pressure to stay constantly “on” have taken a toll. Lengthy NHS waiting times mean people often can’t get support until things get serious.

    Then there’s MSK health. Back pain, joint problems, and repetitive strain injuries don’t just cause physical discomfort; they’re also one of the leading causes of absence and the “presenteeism” phenomenon where people show up to work, but only do the bare minimum.

    Together, these two issues massively impact employee health and productivity across the UK.

     

    6 employee benefits that can help

    There’s not one single fix, but there are small changes employers can make to significantly improve workplace health in relations to mental wellbeing and musculoskeletal issues.

     

    1.    Group Health Insurance plans

    Many Company Health Insurance policies include:

    • Virtual GP services for same-day or next day appointments
    • Mental health support – providing access to counselling, psychology, and psychiatry services.
    • Cover for MSK treatment, like physiotherapy, osteopathy, and chiropractic care

    These features mean employees can get help early. Engage Health Group’s team of employee benefits consultants help businesses find appropriate health insurance policies according to the level of support they require.

     

    2.    Employee Assistance Programmes (EAPs)

    EAPs offer confidential support for things like stress, financial worries, or even relationship issues. They’re usually free to employees and available 24/7.

    The key is making sure people actually know about them. Too many companies have EAPs that are unused because employees are unaware they have the benefit. This can be fixed by regularly promoting EAPs through onboarding, internal comms, and manager check-ins. The more familiar employees are, the more likely they’ll use the support when they need it.

    EAPs are often included on a Group Health Insurance plan, but can also be bought as a standalone service. Again, Engage Health Group can help advise on UK and International EAPs and how to implement them for UK or global employees.

     

    3.    Group Health Cash Plans

    Group Health Cash Plans offer reimbursements for everyday healthcare costs, such as dentist visits, eye tests, and physiotherapy. They’re affordable, flexible, and especially useful for supporting MSK health before issues become serious.

    Health Cash Plans are especially good for businesses that want to offer support without the cost of full-time private medical insurance.

    Businesses can select the maximum claimable amount for each service. For example, Bupa’s Cash Plan gives staff the chance to get reimbursements of up to £100, £200 or £300 on physiotherapy, osteopathy, chiropractic and acupuncture treatments – depending on the cover level the employer has invested in.

    Engage Health Group works with all the Group Health Cash Plan providers to ensure businesses get the best coverage options. Contact enquiries@engagehealthgroup.co.uk or 01273 222805 and our team will provide accurate pricing based on the size of your business and any specific needs you may have.

     

    4.    Digital wellbeing tools

    Apps and online platforms are becoming a standard part of the wellbeing toolkit. Popular tools include:

    For example, AXA’s Mind Health Self-Check helps employees assess their mental wellbeing anonymously, then points them to relevant resources. Meanwhile, the likes of Unmind and Headspace provide standalone mental wellness apps backed by clinical research.

    Wellbeing apps are not a replacement for clinical care, but they do help employees take small, daily steps to stay well or identify issues early on.

     

    5.   Group Income Protection

    While Income Protection schemes are best known as ‘sick pay insurance’, in fact the policy does more than provide financial support to unwell employees, it also helps them in their recovery. All the main insurance providers offer some form of early intervention service designed to help employees get better faster and, therefore, speedup their return to work.

    Many Group Income Protection schemes also come with EAPs, mental health support guidance or some form of wellbeing app.

     

    6.    Access to physical therapies

    MSK problems account for more than 7.8 million lost workdays each year. Offering fast access to physiotherapy and osteopathy is one of the most effective ways to prevent MSK problems from becoming long-term issues. When employees can see a physio within days instead of weeks or months via the NHS, minor injuries can be treated early before they worsen.

    Physical therapy is also a preventative measure for MSK. Regular sessions can help improve posture, mobility, and strength, especially if your employees spend long hours at a desk.

    The ability to live free of pain and discomfort gives employees improved energy and concentration levels. This can reduce absenteeism and contribute to better productivity.

     

    7. Healthy workspaces

    Wherever staff are working, and in whatever industry, it’s important that good posture and healthy working habits are supported.

    For office-based work, chairs need to offer ample back support, while desks and monitors need to be set at the appropriate level – and lighting needs to be sufficient. It’s all about ergonomics! In a more physical job, good posture and appropriate manual handling techniques need to be taught and practised.

    Staff should also be encouraged to take their breaks, preferably away from the desk if they are office workers. This supports both their mental and physical health.

     

    Setting up your wellbeing strategy

    Offering these benefits is a good start, but having a wellbeing strategy in place will make a bigger difference in your employees’ lives.

    Over half (53%) of organisations now have a stand-alone wellbeing strategy, according to the CiPD. 

    A wellbeing strategy should include:

    • Finding out what employees need via anonymous surveys, usage data, best practice guidance
    • Choosing benefits that support those needs, preferably with the help of an employee benefits consultancy, like Engage Health Group
    • Training managers to identify early warning signs of staff struggling with stress, whether physical or mental
    • Communicating clearly and regularly about wellbeing and the support you provide
    • Setting goals – for example, you may want to reduce stress-related absence by 10%

    It’s also worth considering employee expectations. AXA’s Mind Health Report found that 52% of employees want their company to provide mental health support, but only 47% say their employer currently does.

     

    Tackling a global issue

    Helping people stay well isn’t just a moral obligation. The McKinsey Health Institute estimates that improving employee wellbeing could generate $3.7 trillion to $11.7 trillion globally, mainly by reducing absenteeism and improving productivity.

    McKinsey breaks down potential savings from improved wellbeing:

    • $2 trillion – $9 trillion from productivity improvements
    • $400 billion – $900 billion from reduced health costs
    • $200 billion – $400 billion in increased workforce participation

    Even on a smaller scale, reducing just a few percent of absence can have a big impact on how much your team can achieve.

     

    How Engage Health Group can help

    At Engage, we help businesses of all sizes design and implement employee benefit strategies that work. This is how we can help your business:

    • We help you select the right mix of benefits
    • We help align benefits with your business’s objectives and needs
    • We help your employees to understand the benefits and actually use what’s available
    • We provide administrative and consultancy support throughout the life of your policy

    We understand that one-size-fits-all doesn’t work, so our advice is tailored to your company. If you’re ready to rethink how your benefits support productivity, we’d love to help. Contact enquiries@engagehealthgroup.co.uk or 01273 222805 to get started.

  • 8 insider tips for buying Business Health Insurance the smart way

    8 insider tips for buying Business Health Insurance the smart way

    With 9 in 10 employees choosing health as their top life priority and NHS waiting lists mounting, it’s no wonder private medical insurance is so sought after right now.

    Employers can help support their staff by investing in a Business Health Insurance plan. But how do you find the best deal in a market full of providers offering different schemes with different price-points and features?

    Whether you’re thinking of buying Business Health Insurance for the first time, or reviewing your current scheme, this article will help you make the smartest decision.

    Get FREE one-to-one advice and support on health insurance by contacting our independent brokers on +44 (0)1273 974419 or via the chat box on the right.

    #1 Find out what your staff need

    Lots of policies are modular these days so a great place to begin is to get insights on what’s important to your staff. Perhaps psychiatric cover is a necessity for your team? Maybe limiting the amount of out-patient cover would be worthwhile? Could having access to a private GP in central London be a priority?

    The whole purpose of buying Business Health Insurance is to support the needs of your staff. So, the first crucial step – which you really shouldn’t gloss over! – is to consult your team and discover what it is they need.

    You can find out what your staff want via:

    • Group discussions
    • Regular 1-2-1s
    • Employee surveys
    • Assessing HR data on absences, staff turnover, usage of benefits currently offered
    • Tracking general workplace trends and shifting staff priorities
    • Considering demographics and how this can impact demand

    #2 Be cautious of sales people representing a single insurer

    While professional and knowledgeable in most instances, selling you their product – and their product alone – is an insurer’s main priority above anything else. Like all good sales people, they will focus on the great points of their offering, but can’t give you an impartial view of how they stack up against competitors.

    Product, benefits, features, services, administration, and claims can vary wildly between insurers, so how can this person be sure that your needs wouldn’t be better served elsewhere? Having a full breadth and understanding of the whole market is going to ensure you are leaving with the best deal.

    #3 Avoid online comparison websites

    Comparison sites can leave just about anyone confused and with more questions than when you began the whole process. The big comparison websites will often pass your business details onto third parties, resulting in numerous unexpected phone calls and emails from sales people.

    Yes, it is tempting to simply just click website links promising a “quick quote”, but realistically this will be an online form for your personal details agreeing for a sales person to get back in contact with you!

    #4 Consider the importance of wellbeing add-ons

    The success of the health insurance market relies heavily on healthy people being covered to offset the claims cost of those who become ill and need care. In recent years many insurers have started to provide wellness initiatives as part of their products to incentivise healthy behaviour and provide greater value to members. These extra wellbeing products are a fantastic way to boost your healthcare plan and show staff how you are responding to their needs.

    There are many add-ons and employee benefits that work well with a base Group Health Insurance policy:

    Looking for help buying the right health insurance policy for your staff? Contact our award-winning brokers on +44 (0)1273 974419 or click on the bottom right chat box.

    #5 Consider your hospital selection

    Are your staff going to benefit the most from having access to top-tier hospitals in Central London covered? Probably not. There is a common misconception that the amount a hospital charges for accommodation, treatments, and other services is directly related to clinical outcomes. This simply isn’t the case.

    A hospital selection more suited to your employee’s geographical location or based on thorough research addressing the needs and priorities of your staff can deliver handsome savings on your premium and still provide an excellent setting for any treatment.

    #6 Don’t be afraid to double check with consultant fees

    Whilst most insurers say they provide “Full Refund” for consultant costs, what most actually mean is that they will cover in full up to an amount they deem reasonable and customary for the procedure in question. This can mean that customers are left with a shortfall between what the consultant charges and what the insurer is willing to pay. Insurers often catch the brunt of customers’ frustrations at this point!

    Truth be told, if an insurer won’t pay a consultant’s bill in full, it’s likely the consultant is charging more than the typical cost for that procedure. So, with no clear evidence that their clinical outcomes, expertise, experience or re-admission rates warrant a higher value on their work, the cover isn’t going to cut it. Some insurers can genuinely provide full cover for consultants, surgeons and anesthetists so it’s important to consider your priorities here.

    #7 Policy Excess

    An excess is a great way to reduce premiums by agreeing to pay the first £XXX amount of a claim. If your staff are most concerned with very large healthcare costs, a great way to keep the premiums low is to offer options for a large excess.

    Keep in mind, however, that a large number of claims can mean that you have to pay out a lot of excess and it all adds up! The best type of excess is one which only charges excess once per person per policy year. This means that if the same person claims multiple times, you are not paying excess multiple times, only for the first claim in that year.

    Is raising the excess is the most cost-efficient way to buy Business Health Insurance? This will depend on the number of claims you’re likely to make and the stipulation in the terms. It’s another reason why employing an independent broker like Engage and getting free expert advice is highly recommended.

    Speaking of which….

    #8 Seek independent qualified advice

    Our final top tip for when you buy Business Health Insurance is to seek independent advice from a qualified intermediary who has access to all UK health insurance providers across the whole industry. Specialist health insurance brokers offer an impartial view of the market and provide you with prices from all insurers.

    In short, they will genuinely put your needs at the top of their priority list without having to shoehorn you into products which aren’t quite the right fit! With connections to all insurers, but no allegiance to any, there is the guarantee that any views of specific insurers (good, bad, and indifferent) are impartial and based on real customer experiences.

    At Engage Health Group, we help to ensure there are no nasty surprises encountered along the way, working to get you the perfect blend of employee benefits and health insurance policies for your staff and business. Coming at no extra cost to your business, we specialise in negotiating with insurance companies and finding the best quotes possible saving you and your HR teams the legwork.

    Contact us at enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419 for FREE no-obligation advice and support.

  • Is it possible to find health insurance that covers HRT?

    Is it possible to find health insurance that covers HRT?

    At Engage Health Group we get more and more enquiries about HRT and whether it can be covered in a business health insurance policy.

    The good news is that, yes, it can but only in certain policies – and we’ll explain which ones in this blog post.

    Why the menopause matters

    There are approximately 3.5 million women over the age of 50 in the UK workforce. A failure to provide necessary support for those going through the menopause will clearly have a major impact on businesses around the country.

    Just a quick glance at the different symptoms experienced by women at this phase of their life reveals how challenging it can be for them, both personally but also in the workplace.

    Potential symptoms of the menopause include:

    • Hot flashes
    • Tiredness
    • Inability to sleep
    • Heart palpitations
    • Itchy skin
    • Low sex drive
    • Brain fog
    • Poor memory
    • Night sweats
    • Joint pain
    • Mood alterations
    • Anxiety
    • Trouble concentrating

     

    For many it can feel like they’re being bombarded by a variety of physical and psychological symptoms. Anything that a company can do to cater for their needs at this time – in a sensitive way – can make a major difference.

    There are a number of different estimates as to the amount of women that stop working due to the menopause, but the latest report by the Fawcett Society calculated that 330,000 women between 45-55 have quit work because of it. And many have cited a lack of workplace support as a key reason.

    It’s no wonder then that many businesses are seeking out health insurance that covers HRT.

    Engage Health Group is a health insurance broker with expert knowledge covering the whole employee benefits marketplace. We pride ourselves on alleviating the strain on HR teams by being their single point of contact for all issues related to employee benefits and health insurance policies. Contact our team for a FREE consultation.

    What can workplaces do?

    Apart from investing in health insurance that covers HRT and other support mechanisms, there are simple adjustments that workplaces can make to cater for those going through the menopause.

    For example, offering remote/flexible working options or adjusting the workplace environment where appropriate – could you provide easier access to washrooms? Or provide fans for people affected?

    Most importantly, employers and HR need to have an open ear and provide a space for people to discuss these issues in the knowledge that they’ll be listened and understood.

    All of the above is vital. However, there’s even more that companies can do to support their staff via health insurance policies that cover HRT free-of-charge.

    How to find health insurance that covers HRT

    There’s good news and bad news.

    The bad news is that a standard Group Health Insurance policy does not include Hormone Replacement Therapy (HRT). On the plus side, an International Health Insurance plan will usually provide cover.

    Global Health Insurance comes at a significantly higher price than a standard Health Insurance scheme – because of its global coverage and the greater features included within it.

    So, if you’re a company with a global footprint, it’s important that if you have a health insurance policy – or are looking to invest in one – that you choose a single international scheme and not a patchwork of separate health policies drawn up in different countries. This will be more cost-effective while giving you access to a far wider array of treatments (which includes HRT) and other health-related services.

    As a health insurance broker with specialist expertise in the international market we can advise you on the different international policies available, including price points and inclusions/exclusions.

    Among the UK insurers providing international plans, are:

    • Bupa Global
    • AXA Global Health
    • April International
    • Freedom Worldwide
    • Integra Global
    • Cigna Global

     

    And many more.

    If you’d like FREE one-to-one advice from our team of international insurance brokers, simply use the contact form on the right. Alternatively, Tel: +44 (0)1273 20974419. We’ll be happy to take all your questions.

    Other ways of providing HRT and menopause support

    Even if it’s not possible to find health insurance that covers HRT, there are other ways to provide support. For example, Bupa provides a standalone ‘Menopause Plan’ which provides one-to-one consultations with a GP, access to tests/scans and further support thereafter. They may also prescribe HRT if it’s deemed necessary and safe by its specialists.

    But it’s worth noting how Business Health Insurance policies can provide extra support beyond HRT coverage too.

    For example, most health insurance policies – including UK and international plans – come packaged with an Employee Assistance Programme (EAP). EAPs are designed to provide support and guidance on general wellbeing, with tools designed to tackle various psychological and emotional issues experienced by employees whether it’s related to family, finances, health, or any other issue. EAPs can include one-to-one counselling sessions/talking therapies and are made available on a digital portal to team members.

    An International Employee Assistance Programme provides much the same service, except it makes it available globally and across different languages – and ensures a link-up with health specialists in the appropriate part of the world.

    Another option to consider is a Health Cash Plan. This form of insurance covers routine health needs but also includes consultations with specialists, access to counselling sessions, diagnostics and a 24/7 helpline – all of which can be of use for women experiencing the menopause.

    Summary: HRT coverage can help, but listening is key

    As you can see, there is a way of investing in health insurance that covers HRT. While this is incredibly helpful (it costs an average of more than £100/year for those living in England), there are other ways of providing support with wider symptoms experienced during the menopause.

    Helping employees requires a range of approaches and therefore should be an important consideration within a company’s corporate wellness strategy.

    And don’t forget: listening to the needs of those experiencing menopause symptoms and providing help where it’s needed most is perhaps the most important thing a company can do.

    Need help with your corporate wellness strategy? Engage Health Group provides advice incorporating the whole health and wellbeing landscape. Contact us using the form on the right.

     

    Further reading: Understanding the impacts of menopause in the workplace

  • New home cardiac assessment service launched by Bupa

    New home cardiac assessment service launched by Bupa

    There has been growing concern amongst cardiologists of late that thousands of people may be putting themselves at greater risk of long-term heart damage, having put off obtaining medical help during the pandemic.

    As a result, Bupa UK has launched a new home-assessment cardiac service, which is designed to provide fast diagnosis of heart conditions.

    The service has been piloted successfully in London and offers customers a video consultation with a cardiologist within 36 hours.  This follows a member contacting the Bupa claims team in the usual way and being triaged via their specialist team.

    If it is deemed that further investigation is needed to provide a firm diagnosis, the latest electrocardiogram (ECG) and pathology test kits are sent directly to the customer’s home and a further video consultation is then arranged to discuss the results.

    It’s hugely important that anyone suffering with cardiac symptoms, such as palpitations or discomfort, doesn’t delay seeking the appropriate medical advice.  During the pandemic there has been a significant reduction in the number of people seeking medical advice, and a general reluctance or inability to access medical support.  And whilst hips, knees and related conditions can safely wait, some things shouldn’t be put on hold.

    This is yet another fantastic innovation from a leading insurer, acting to make the patient journey more convenient and efficient.

    There has been a real drive from Employee Benefits providers in the last few months to adapt and ensure that their customers can still access services from the comfort of their own home, and this initiative is a great addition.

    This new cardiac service is part of Bupa’s enhanced range of remote health services, where customers can get advice from nurses on everyday health concerns, treatment from GP’s, physios, mental health therapists, and fast access to diagnosis and treatment for critical conditions such as cancer, and mental health.

  • Home working: a game-changer for Employee Benefits strategies?

    Home working: a game-changer for Employee Benefits strategies?

    Let’s face it, 2020 has been extremely challenging for HR decision makers. Employee safety and wellbeing have become the number one topic in organisations and senior management teams have had to move mountains to adapt working processes to cope.

    One of the most prominent changes has been in the number of employees who are working from home. And people seem to like this new arrangement. According to a March 2020 survey by Glassdoor, 67% of UK employees felt that they could be just as productive and benefit from the work-life balance and flexibility that comes with working from home. So if people’s attitudes are changing, what does this mean for an organisation’s employee benefits strategy?

    Of course, not all employees can or should work from home. But the pandemic has certainly erased assumptions that companies had about the necessity of all of their staff to be in their place of work to get the job done. Information gathered by the Chartered Institute of Personnel and Development suggests that 61% of employees who were not furloughed in April were working from home on a full-time basis. That’s an increase from 24% before the pandemic hit. If there’s anything certain in all of this uncertainty, HR departments can expect a future increase in the number of flexible working requests that they receive on the issue of working from home.

    Radical shifts in thinking are not just the preserve of employees who are wondering if working from home could be the ‘new normal’ for them. With dangers of financial losses from reduced trading in all kinds of sectors, senior managers are looking at empty offices and asking themselves if they’re all really needed when technology can carry the communications load.

    Is your employee benefits strategy still fit for purpose?

    Going beneath people’s desire to work from home reveals all sorts of emerging attitudes about wanting to feel safe and wanting to protect their families and others. But it has also resulted in people valuing some extra time with their loved ones or getting more work done and rejecting the prospect of returning to the dreaded commute. It’s not unreasonable for employees to ask for their changes in attitudes to be supported by their employers.

    From the company point of view, the debate revolves around the advantages and disadvantages of working from home versus the costs of paying for office space. Increasing home working options removes understandable concerns associated with social distancing, wearing face masks and using communal areas. And if people do go back to work in the same numbers, companies may also need to consider improved ventilation and additional cleaning, which only adds to the costs of what may already be an expensive line item.    

    The other aspect of a review of employee benefits revolves around employee costs. Sickness absence costs have probably risen and there may well have been an increase in demand by employees for wellbeing services such as counselling, occupational health consultations and health screenings. The pandemic has increased levels of anxiety and prevented people from getting their usual access to NHS medical and dental services, leading to further health problems. If your benefits strategy has no provision for these types of services, it may be time to ask for advice on what is available.

    Return on investment on employee benefits

    Achieving the best value for your employee benefits package doesn’t have to mean that values are compromised. For example, the trend for open plan spaces and smaller working spaces has compromised people’s privacy. A hard edged business proposal to reduce office space and redirect that savings into a revised benefits strategy may be pushing on an open door as far as employees are concerned.

    There’s no doubt that flexible working, including home working, is a benefit in itself. A successful review, though, should take account of the kinds of benefits that home and other workers are likely to value these days. Some examples are:

    • Dental plans – The pandemic has reduced access to dental services so funded dental plans will help employees to be treated more quickly when dentists open up fully.
    • Business Health Insurance – There are all sorts of packages for all sorts of budgets but the most successful option will focus on the explicit health needs of the workforce.
    • Group Income Protection – The media has covered the real worries that employees have had about being off sick without sufficient sick pay. Income protection can help workers to feel more secure and less stressed.
    • Group Health Cash Plans – These are low cost and can provide a range of benefits to help employees cover the cost of eyes tests, dental work and initial consultations or tests to help get staff diagnosed and back to work quickly. They also often come with an Employee Assistance Programme included, which provides mental health support and, where needed, face to face counselling for employee struggling with their mental health, financial worries and a range of other issues.

    To argue successfully for a change in your company’s employee benefits strategy, it’s crucial to bring some number crunching to the table. A thorough analysis may include the following:

    • The impact of employee benefits on engagement, motivation and productivity
    • Costs that can be saved or expenditure that can be moved into employee benefits – for example, reduced sickness absence levels or reduced office space
    • The key reasons why the proposal is required to allow the company to adapt for the better
    • Acknowledgement of any potential disadvantages or risks, with proposed actions ready to remove or reduce them.

    One route that can assist is an independent review of your current benefits package and what changes you would like to make. Our consultations are designed to analyse at a critical level the employee benefits options that would fit your company’s organisational needs and your employee’s changing desires.

    At Engage Health Group, we work across the health and wellbeing marketplace to ensure you find the right policies at the right price, and ensure your whole benefits package provides prices from across the market.

    Contact our expert team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.