Are you and your employees truly making the most of your insurance policies?

Many overlook the valuable added services that can significantly enhance workplace wellbeing. This is often due to a lack of awareness, perceived complexity, or simply not recognising their value.

Beyond core benefits, insurers now offer a range of added-value services — tools that, especially in today’s high-pressure work environment, can make a real difference to employee health and engagement.

Consider this:

According to Mind, 1 in 4 people in England will experience a mental health problem each year:

• Absence rates are now higher than pre-COVID levels (CIPP/ Simplyhealth)
• 47% of all income protection rehabilitation referrals are for mental health conditions*
• 56% of employees say they don’t want to burden their line manager with their concerns**
• Most commonly reported symptoms include:
  • 71% experiencing stress
  • 65% struggling with sleep
  • 58% reporting mood swings**

* Aviva 2025 Claims and Wellbeing Insight Report
** Aviva Workplace Survey with YouGov, 2024

By encouraging employees to use wellbeing tools and gathering anonymous feedback, employers can create healthier, more resilient workforces. This approach helps reduce both presenteeism and absenteeism.

Furthermore, Management Information (MI) from service usage provides insight into which tools are being used most. This data can support targeted communication and staff engagement campaigns. With technology, many services are now available via smartphone apps or secure web access — allowing employees to privately manage their wellbeing.

So, what can employers do?

Start by reminding employees about the benefits and wellness resources that are already available to them. Individual accountability is key — but clear communication and access can drive engagement. At MAC Financial, we’ve seen a marked increase in Employee Assistance Programme registrations simply by providing step-by-step guidance and insurer-led training sessions.

Ultimately, workplace wellbeing needs to go beyond surface-level perks like free fruit or breakfast butties. These are nice touches, but a successful strategy requires ongoing employer-employee engagement and proactive use of the resources already at your fingertips.

The tools are there — it’s time to use them not just to tick a box, but to transform your workplace culture.

Questions?

If you have any questions, please speak to your Independent Financial Adviser