Advisers today are navigating a growing challenge. Employers are under pressure to deliver more value to their people while managing tighter budgets and responding to rising employee expectations. At the same time, the workforce is more diverse, more dispersed, and more demanding when it comes to wellbeing support.
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Despite this shift, many organisations are still relying on outdated, one-size-fits-all benefits models that no longer reflect the way people work or what they want from their employers.
YuLife’s latest approach to workplace wellbeing is designed to meet this moment. It isn’t just a product update. It represents a meaningful change in how group risk and wellbeing can be delivered. It gives brokers greater flexibility to meet the needs of each client, and it gives employers more relevant options for their people.
Wellbeing tools and services have too often been viewed as value-add extras, seen as nice-to-have features with limited engagement or impact. YuLife is taking a different approach by offering advisers the flexibility to tailor benefits through modular add-ons that respond directly to client demand.
It is a recognition that wellbeing is no longer peripheral but becoming central to how businesses attract, support, and retain talent.
The rise of modular benefits
Let’s be clear: modularity is not a new concept. But its application in the group insurance and benefits space has historically been limited. Most group risk providers still treat core protection as the hero product, with wellbeing tools positioned as ancillary—if they’re included at all.
YuLife is turning that model on its head. Rather than embed features into policies as static add-ons, the company has created standalone modules that employers can layer on top of their base cover. These include a Reward & Recognition Pass (gamified incentives and perks), a Wellbeing Pass (access to gyms, wearables, and screenings) and a Prevention Pass (discounted therapy, health checks and coaching).
On the surface, these sound like typical wellbeing benefits. But their power lies in how they’re deployed: with a focus on daily engagement, data-led nudges, and measurable behaviour change that lead to positive health, business and risk outcomes.
According to internal data from YuLife, early adopters of the modular passes saw a 14% increase in healthy habit engagement. That’s not just a vanity metric—it’s a signal that when benefits are personalised, they get used. And when they get used, they move the needle on everything from absenteeism to presenteeism to culture. YuLife has been shown to reduce absenteeism by 11.5%, boost employee productivity by 2.5%, and improve overall wellbeing for 87% of users.
A model that meets the moment
In 2025 the labour market remains tight and budgets are under scrutiny across every HR department. In this environment, benefits need to be visible, usable, and clearly linked to business outcomes. Modular wellbeing allows organisations to take a prevention-first approach, investing in tools that reduce health risks before they become claims, while keeping core insurance spend predictable.
This also aligns with what employees want: choice. Not everyone wants a gym membership. Not everyone needs therapy. But most people want to feel like their employer is thinking about their wellbeing in a way that’s relevant to them.
The irony is that benefits have traditionally been seen as a way to standardise support. But today their value lies in their ability to flex.
A new chapter with advisers at the centre
This shift toward modularity isn’t just a YuLife strategy—it’s a shared journey we’re on with our adviser community. As client expectations evolve, advisers are uniquely placed to lead the conversation around more flexible, impactful benefits.
Modular wellbeing unlocks new opportunities to tailor solutions around each client’s workforce needs—deepening relationships, enhancing retention and opening up fresh pathways for strategic advice.
It’s about moving beyond transactional policy conversations to deliver measurable, everyday value. And with trusted partners like Garmin, BetterHelp, Hussle and New Balance in the mix, advisers can offer more than insurance, they can offer an ecosystem that links behaviour change, workplace culture and long-term performance.
YuLife’s modular add-ons aren’t a departure from protection but rather an evolution of it. And we’re building that future with advisers, not around them.
Redefining the role of insurance
What’s perhaps most notable here is the role YuLife believes insurance can play in shaping organisational wellbeing. For too long, protection and prevention have been treated as separate conversations. You insure against risk. You invest in wellbeing to mitigate it. But what if both lived in the same ecosystem?
That’s the provocation at the heart of YuLife’s latest move—and it’s one worth listening to. Because as the workplace continues to evolve, so too must the products and providers that support it.
The future of workplace benefits won’t be built on bundled packages. It will be built on flexibility, personalisation, and prevention. And if the rest of the market is paying attention, YuLife’s modular approach might just be the blueprint.