Employers and employees can expect a broader range of services and improved access to healthcare in 2022, with innovations predicted in diagnosis services, mental health, and key life events support for all genders.
The corporate agenda has increasingly focused on health and wellbeing in recent years, and recent developments have accelerated and transformed this expanding area.
Existing benefits are expected to be supplemented as employers strive to provide their workforce with all possible support in response to the pandemic, recognising the importance of access to healthcare in today’s world.
RedArc managing director Christine Husbands says: “Employers will be keen to ensure that their employees can get all the support they need when they need it, and will look to supplement their existing benefits such as EAPs by adding services that offer: support for complex and long-term mental illness – most EAPs only cover mild to moderate conditions, personalised and holistic support – appreciating that everyone has different circumstances and a wide range of needs when they are ill and comprehensive and flexible support – extending the range of solutions available to meet the specific needs of each individual via a knowledgeable and supportive professional such as a personal nurse.”
Long-term recruitment and retention pressures are at an all-time high, and costs to attract talent far outstrip even the most pessimistic estimates. As a result, many employers are fundamentally reevaluating their rewards and benefits, looking for areas where their offerings may no longer be fit for purpose.
Howden executive director Matthew Gregson says: “We believe we are seeing the next generational leap in employee benefits, as employers review their benefits & wellbeing programmes in light of the events of the last two years. Emerging from the pandemic, many employers are fundamentally reassessing their rewards and benefits, looking at where their offers may no longer be fit for purpose. And so they should – recruitment and retention pressures are at their highest for the long term and costs to attract talent are far outstripping even the most pessimistic estimates.
“Much of this is going to focus on creating a faired, flatter offer – filling the gaps, where some employees weren’t previously provided with coverage. In addition, D&I and ESG goals at a corporate level are going to see more employers re-think their benefits in terms of sustainability, equity and inclusivity. We see one outcome of this trend being employers extending health and protection to all staff in response to the pandemic, as they recognise the importance of access to healthcare in today’s world.”
Employees will no longer be satisfied with standard healthcare packages, so the way services are delivered is expected to change.
Healix Health Services director of trust sales Susie Morris says: “We will see a shift change in how this service is provided in 2022. Employers are no longer satisfied with offering an ‘off the rack’ healthcare package just to help them tick a box. They increasingly want to work with their provider to tailor the benefits to suit the needs of their unique workforce, whether that means including specific services for women’s health, long Covid, or neurodevelopmental conditions alongside the traditional treatment offerings. This lends itself perfectly to healthcare trusts which can be adapted easily depending on the client and their needs.”
The NHS will continue to deal with the issue of waiting lists, and as a result, employers will be required to provide more diagnosis services.
Towergate Health & Protection distribution director Brett Hill says: “GP services will continue to struggle, as they have for a while. The NHS waiting list will steadily increase throughout 2022 as people continue to come forward with conditions that arose during the pandemic but which went undiagnosed as people chose to stay away from hospital settings, and is likely to exceed 8m by the end of the year (conservative estimate).
“The impact of an estimated 50,000 ‘missed’ cancer diagnosis will begin to become clear – this will impact all health services, businesses and staff. Supporting people through this – with increased screening, treatment and rehabilitation – will become even more important, and companies and individuals will need and take up more support.”
As a result of NHS waiting times, employee requests for other health and wellness support will increase even more during this pandemic period. All employers are already feeling the effects of the pandemic’s increase in mental health issues and associated lockdowns according to industry experts.
Aviva head of distribution and propositions Ally Antell says: “The increase in mental health issues driven by the pandemic and associated lockdowns is already being felt by all employers. We expect that this will rise again in 2022 and people will turn to their employment benefits for help. Providers must consider prevention, early intervention and how to promote resilience, as well as enhancing traditional treatment coverage.”
Gregson says: “Pre-pandemic, companies had started to shift their focus to wellbeing, but it was very much in its infancy in terms of approach and solutions. Next year, will see the advent of “wellbeing 2.0”, as companies centralise their wellbeing initiatives into more mature and technology-enabled strategies. And, with so many wellbeing services and communications provided by most employers nowadays, rationalising into one approach will be key to driving engagement and ensuring employees utilise what’s available to them. Given the major upheaval we have all experienced, this is a real opportunity for businesses to rethink their benefits, and spend that budget wisely as they seek to stay ahead of the competition in the new war for talent.”
Other support services that are expected to grow include those related to key life events for all genders.
Peppy CEO Mridula Pore says: “We expect to see significant growth in the areas that support key life events for employees, including fertility, early parenthood, menopause and men’s health generally. It’s critical that workplace policies are accessible to the many and not the few. How support is offered is critical to the success of health and wellbeing workplace benefits. Those companies that can offer support that’s easy to access, and is provided by expert clinicians are the ones that will thrive. Real-life, actionable help is essential.”
Experts also predict that increased engagement and utilisation of such benefits will result in higher productivity levels and talent retention.
Hill says: “Employees will increasingly turn to their employers for support with their health and wellbeing, particularly in light of the pressures on state provision. In such a competitive recruitment market, comprehensive and engaging health and wellbeing benefits and programmes will become even more important in attracting and retaining talent, and of course in supporting the health of staff.”
Pore says: “We’ll see a greater focus on the difference that support for health and wellbeing makes in practice. So we’ll see an increased focus on engagement and utilisation, and the difference this makes to businesses. Benefits that are actually used and embraced by employees contribute significantly to a healthy and productive work environment. For those leaders who are looking to make a significant impact on their D&I initiatives, providing health and wellbeing benefits that support all of their workforce is imperative in meeting D&I targets.”
