Many UK workers feel their employers are falling short on supporting their health and wellbeing, despite efforts to introduce preventative benefits, with new research revealing that six in 10 employees rate their workplace health provision as only “average” or “poor”.
The findings suggest a widening gap between what employers believe they are offering and what employees actually experience. While preventative health measures may be in place, they are not always visible, accessible or aligned with staff expectations.
A national survey of 500 business leaders and 2,000 employees found that 86 percent of employers believe their workforce is engaged with preventative health benefits. In reality, fewer than one in five employees recall ever being consulted about those benefits—raising questions about how support is developed, communicated and prioritised.
Staff Want Support That Meets Real-World Needs
The research points to a growing disconnect between the benefits organisations offer and those employees actually value. A discounted gym membership remains the most common preventative health benefit, yet nearly half of employees (44 percent) say no such support is available to them at all.
In contrast, employees ranked condition-specific health screenings (84 percent), early guidance on recognising poor mental health (74 percent) and access to personalised health coaching (73 percent) as the most useful benefits. These types of support, which focus on early intervention and education, are notably lacking in many workplaces.
The report defines preventative health as enabling employees to stay physically and mentally well before issues escalate. This includes timely access to clinical advice, awareness-building initiatives, and tools that support healthier habits during the working week—both at home and on-site.
Employees who feel their health needs are acknowledged and proactively supported are more likely to stay engaged, loyal and productive. The findings suggest that many organisations are still prioritising reactive over preventative care, missing the opportunity to build a more resilient workforce.
Cost Pressures A Barrier – But Investment Pays Off
Employers who have yet to expand preventative health benefits cite several reasons for delay. More than half (55 percent) said budget constraints were the main challenge, followed by competing priorities (33 percent) and doubts about the measurable impact of such benefits (21 percent).
Yet among employers who do offer preventative health programmes, 94 percent said they have seen a positive effect on employee satisfaction. These outcomes, the report argues, make a compelling case for adopting preventative strategies that reduce longer-term costs tied to illness, stress and absenteeism.
Even basic changes — such as offering screening days, signposting mental health support or checking in with employees regularly — can help bridge the perception gap and build trust. When staff are involved in shaping their own support, they are far more likely to engage with what’s offered.
How Employers Can Respond
To improve engagement, satisfaction and health outcomes, the report outlines a series of simple, evidence-backed steps organisations can take:
Start with consultation
Only 18 percent of employees said they had been asked for input on health benefits. Building effective support starts with listening. Anonymous surveys, listening sessions or pulse polls can all provide insight into what staff want and need.
Rethink the benefits mix
Gym memberships and generic wellness perks often miss the mark. Instead, employers should focus on condition-specific screening, access to mental health resources, and health coaching—benefits that directly support early detection, prevention and lifestyle change.
Make it visible and inclusive
A programme is only effective if employees know about it. Clear, inclusive communication across different roles, ages and working patterns — especially in hybrid settings — is key. So too is ensuring benefits are accessible to all, including part-time or shift-based staff.
Measure impact and adjust
Employers often question whether preventative health support is worth the investment. Building in metrics — such as usage rates, satisfaction scores and feedback — helps track performance and refine provision over time.
Embed health into everyday culture
Ultimately, health and wellbeing should not sit apart from business goals. Training line managers to recognise early signs of strain, encouraging open conversations about mental and physical health, and giving people the time and space to access support can make a lasting difference.
‘Health Should Be Part of the Culture, Not an Add-On’
The findings are published in a Preventative Health in the Workplace Report by Benenden Health, a not-for-profit healthcare provider that supports UK businesses with accessible medical and wellbeing services.
Mike Hay, the company’s chief people officer, said many employers were making the right noises about employee health but falling short regarding visibility and impact.
“Our research shows that while businesses increasingly recognise the importance of supporting employee preventative health, many employees still aren’t seeing or feeling the benefits,” he said.
“The encouraging news is that demand is high. When employers provide meaningful support, they can empower staff to adopt healthier habits, resulting in significant gains in satisfaction, engagement and wellbeing. Despite competing priorities, healthier employees are better for business, contributing to increased productivity and reduced absence.”
The report concludes that bridging the perception gap between employers and employees is now a business imperative. As the pressure to retain talent and reduce absence grows, companies that invest in tailored, visible and proactive health support will be better placed to meet the needs of their workforce, while creating a culture that values prevention, not just reaction.