Rise In Employee Private Health Assessments

private health screening for employees

BMI Healthcare have reported a 13% year-on-year increase in the number of employees having private health assessments through their employers.

The provision of private healthcare services has grown rapidly in the last few years, as employers appear to be looking to manage the health of their workforce. The findings were taken from the company’s fiscal year 2013 report from across 35 locations in the past 12 months.

The same research also shows that 41% of those patients who have a health assessment are returning to BMI Healthcare for a day case and 81.2 per cent said they were more likely to return for a health assessment.

According to BMI Healthcare, health screening can help to identify health problems at an early stage. This means that organisations can act faster to seek expert medical attention.

Alaana Woods, head of B2B and health screening at BMI Healthcare commented: ‘The message and comments we receive from our clients and HR teams that we work with are that health screening helps keep their workforce fit and healthy. But crucially it delivers a return on their investment.

‘The growth of health screening has reflected the upward trend in the recovering market. But it’s the gateway effect to our business that offers the biggest opportunity.

‘The increase in footfall, consumer awareness and marketability of our product puts the BMI brand at the front of people’s minds for when they need us for the high acuity work.’


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Employers Don’t Care About Employees’ Health And Wellbeing

A new survey by Investors in People has shown that more than half (54%) of respondents believed that their employers do not care about their health and wellbeing. Of those respondents, 48% said that it has affected their motivation and a third stated that they have considered finding alternative employment.

Paul Devoy, Head of Investors in People, told HR Grapevine that the consequence of not caring about your employees is that “it affects people’s motivation, which ultimately affects people’s productivity and people are more likely to move job if they are unhappy.

“Not having an engaged and positive workforce has a negative impact on the performance of your business.”

The survey shows employees’ perceptions about their employer’s level of care, so it could be that employers are not communicating their interest in their employees’ wellbeing effectively.

Devoy stated that the best way to resolve this problem is by “engaging staff to see what would make a difference. A lot of it is down to good leadership and good people management.

“The other bit is that the company can introduce things that demonstrate that they have an interest in the individual’s wellbeing. Even something that may seem a little bit tokenistic on the surface can actually make a difference – like providing fresh fruit. It shows that there is an intent there to try and get people to think differently about their wellbeing.”


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Few Employers Design Pension Plan For Employees’ Future Income

healthcare exec search pensions

According to a Pension Strategy survey by Towers Watson, just 15% of employers stated that their pension plan has been designed to help staff save for their retirement. The most common objective of employers (65%) for providing a defined contribution (DC) pension plan was to ensure they were competitive in the market, rather than to ensure that their employees have a suitable income for their retirement. 6% of employers responded that their key objective was to comply with legislation.

Will Aitken, senior DC consultant at Towers Watson commented: “At the current time, many employers have focused on what goes into DC – market competitive contributions, rather than what comes out – adequate pensions. The underlying message seems to be that that, like mortgages, employees need to take ownership of their own finances. Of course, the question is whether employees see it the same way.”


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