Healthcare Services

It is said that the greatest wealth is health. Having healthy employees, that are being taken care of, is vital for a company’s development and success. This refers not only to their physical well-being, but also to their mental one.

In order to have dedicated, hard-working personnel, who will take your company to the top, you have to offer them the best conditions. Choosing the best healthcare plan for both the employees and the company means going over a variety of data. Here’s some tips on how to go through it.


1. Importance

Latest studies have shown that, in USA for example, 56% of the employees consider that having health insurance represents a big factor on whether they decide to stay at their job. We can definitely assume that this applies around the globe, with fluctuations in percentages, of course. Having the employer manage the intricacies of healthcare plans, with all the paperwork and costs involved, is regarded as a blessing by employees. Moreover, it was shown that it has a direct impact on their loyalty towards the firm.

To find out just how significant having a healthcare plan is for your employees, you can go as simple as running an internal survey. Aside from obvious questions regarding how health insurance affects their work-related decisions, the survey can also contain queries on their priorities (what benefits matter the most), level of satisfaction with their current plan, viewpoint on costs, and so on. This will help guide you towards the most befitting healthcare plan.

Another thing you can do is research what your competitors are offering. If you don’t rise to their level, you might find yourself in the position of losing employees in their favour. Find out what the insurance companies that they work with are, what their health plans include, and what are the costs involved. If possible, also identify any issues or risks they have encountered along the way of implementing their healthcare strategy.


2. Benefits

If you’ve chosen to run internal interviews, you now know what the majority of your employees are after in a health plan. You can create a hierarchical list of their needs, wants, and expectations. The only thing left to do is link these to a plan that best attends to them. We’re using “a plan” in its generic sense here, as it is recommended (if not mandatory) to have more than one option on display. We’ll look at these in the following.

Be prepared to go through a number of insurance companies, and to study all their available offers. In fact, it might be a good idea to reach them out individually and requests a personalized offer, based on your requests and budget. Make sure to create (and request) health plans that start from comprising basic benefits (such as doctors’ coverage, outpatient care, emergency services, prescription drugs etc.) and go all the way to ensuring extra or premium perks (e.g. dental, psychotherapy, weight management programs etc.).

Once you have your package of predefined plans that have received the top management’s approval, you can present them to your employees. They should be offered this liberty of choosing what package they’d prefer the most, after they’ve been walked through all the information and they’re ready to make an informed decision.


3. Costs

In the US alone, employers' total annual health care costs per active employee have been steadily rising in the last 4 years. For the same country, it’s estimated that this year, in 2019, the costs will reach $15,000 per employee. With numbers like these, is it worth it to go through all the trouble of offering health insurance to your employees? The simple answer? Yes, it is.

Small businesses, for example, are often supported by the state to purchase health plans for their small fleet of personnel. Take, for example, the Small Business Health Care Tax Credit, where companies can receive sums of up to 50% of what they pay for their employees’ healthcare costs. But it’s not only the small companies that can qualify for government-guaranteed tax exemptions. Most countries run wide government-supported programs designed to ease the financial strain that health insurance brings on companies. Keep your eyes peeled for these when devising your company’s employee healthcare strategy.


Extra tip – Wellness programs

While setting in place appropriate healthcare plans for any and every employee in the company is widely considered a great move, reaching the point of making use of the services is not that desirable. Nobody likes being sick, and no company wants its employees to fall ill. And since prevention is better than cure, you might like to reinforce those healthcare plans with some wellness programs.

Depending on the available resources and budget, you can choose to transform a free space inside the company’s building into a small gym, that people can turn to when office desk numbness sets in. Find a quiet space and turn it into a recreational centre, with yoga mats or individual meditation spots. For outside activities, start bike clubs, or rent a tennis court regularly.


All in all, people attach a great deal of importance to maintaining their health and being covered should they require health services. The decision companies have to make is not whether or not they should offer their employees healthcare insurance, but what plan fits them best. As said before, happy, healthy employees build happy, healthy companies.


Maria C., Comms. Officer

Written on Wednesday, 27 Feb 2019



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