Chronic condition workplace healthcare benefit usage rose by 142 per cent year on year in 2025, according to Healix Health.
According to Healix Health’s full-year 2025 benefits usage data, which compares full-year 2025 with 2024, these benefits, which support long-term conditions such as diabetes, asthma and heart disease, were predominantly used by women at 61 per cent, with 20 per cent of claims coming from those aged 30–39.
The report also found growth in claims linked to chronic conditions, neurodiversity and specialist digital healthcare pathways.
Meanwhile, inpatient, daycase and outpatient treatment remained the most used benefits across the year, accounting for 69 per cent of total usage in 2025.
Additionally, neurodiversity benefits usage increased by 69 per cent, with 49 per cent of usage coming from individuals aged 21 and under.
The data also suggests that usage of digital healthcare pathways grew by 55 per cent in 2025, with women accounting for 62 per cent of claims, primarily aged 30–49. Self-referral cancer pathway usage increased 64 per cent, with 87 per cent of claims from women, most aged 40–49.
Elsewhere, gender-specific health benefits rose 16 per cent year on year, with 87 per cent of usage from women, largely aged 30–49. Mental health benefits fell from 4.3 per cent to 3.9 per cent of total usage. Physiotherapy accounted for 7.1 per cent of total usage, up from 6.9 per cent in 2024, with an even gender split and nearly three-quarters of users aged 30–59, while dental benefits made up around 4 per cent of total usage, remaining the largest part of the cash plan offering.
Healix Health head of clinical operations Keira Wallis says: “This data suggests workplace healthcare is increasingly being used to support long-term health, not just episodic care. While hospital treatment still accounts for most benefits usage, the strongest growth is now in chronic conditions, neurodiversity and targeted pathways where access can be more challenging.
“Across our client base, employers are increasingly focused on building integrated wellbeing ecosystems, where private healthcare complements rather than duplicates existing benefits. This reflects a more preventative and joined-up approach to health. Rather than acting solely as a safety net when something goes wrong, workplace healthcare is becoming part of a broader wellbeing strategy – helping people access the right level of support at the right time.”