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Top Employee Health Benefits You Should Offer in 2023

Top Employee Health Benefits You Should Offer in 2023

Business leaders now place a high emphasis on employee health and wellness as the world is slowly recovering from the COVID-19 pandemic. In 2023, having comprehensive employee health benefits is more vital than ever before. The proper employee health benefits can help firms retain top talent and lower healthcare expenses while also assisting employees in staying healthy and productive. We'll look at some of the most important employee health benefits in this article for 2023.

Employee Health Insurance

Each employee health benefits plan should start with adequate health insurance. Preventive care, emergency treatment, hospitalisation, prescription medications, and mental health services should be covered under a health insurance scheme. To accommodate the various demands of their employees, employers should think about providing a selection of plans with various deductibles and copays. They should also make sure that the Affordable Care Act (ACA) and other relevant laws are followed by their health insurance coverage.

Telemedicine service for employees

It's understandable why telemedicine has increased in popularity over the past few years. For employees who live in rural locations or have mobility challenges, telemedicine enables employees to consult with medical professionals remotely. Moreover, telemedicine can be a more practical and economical choice for basic medical care. To make it simpler and more affordable for employees to get care, employers should think about including telemedicine services in their health insurance package.

Mental health support

Mental health has been a key concern in recent years, and it's necessary for companies to address this issue through their health benefits package. Companies should think about including counselling and therapy as a part of their health care package. Also, they should offer assistance and support to workers who may be dealing with stress-related or burnout-related mental health problems.

Employers can allow staff members to use mental health days when they need time off to put their mental well-being first.

  • Support from management: Companies can train managers to see warning indications of mental health issues in their staff members and to take appropriate action by offering assistance and making reasonable accommodations.
  • Peer support: To assist employees connect with others who might be going through similar mental health issues, employers might organise peer support programs like support groups or mentoring programmes
  • Mental Health Days: Companies may allow staff members to use mental health days when they require time off to put their mental well-being first. 

Employee wellness programs

Employers are realising the value of keeping their workforces healthy and productive, which is why wellness programmes are growing in popularity. Fitness classes, nutrition advice, and smoking cessation programmes are a few examples of wellness programmes. To accommodate the various requirements and interests of their employees, employers should think about providing a variety of wellness programmes.

There are many different and effective ways by which, the companies can promote employee wellness programs in the companies.

  • Emphasis on Physical fitness:These programs promote regular exercise among employees, offer nutritious food alternatives and nutrition guidance, or provide rewards for reaching fitness targets.
  • Support for work-life balance: Programs that promote work-life balance may include flexible working conditions, such as the ability to work remotely or with a flexible schedule, as well as leave regulations that permit employees to take time off for personal or family obligations.
  • Financial wellness initiatives: These initiatives can assist staff members in managing their finances and lowering financial stress. These can include tools for debt management, financial planning resources, and financial literacy courses.
  • Opportunities for community involvement: A lot of employee wellness programmes give staff members ways to get active in their local communities, including volunteer projects or charitable giving activities. 

Employee Assistance Programs (EAPs)

Employee assistance programmes (EAPs) are private counselling and referral services that assist staff in resolving personal or professional concerns that could be detrimental to their mental or physical health. Employee assistance programmes (EAPs) can give employees access to qualified counsellors, legal and financial counsel, and other support services. Companies should think about providing EAPs to assist staff in coping with stressors from home or the workplace that could harm their productivity and health.

Companies that are offering EAP are

  • Google: Google gives its staff members access to a private EAP that offers guidance and referrals for a range of personal and professional difficulties.

  • Microsoft: Microsoft has an EAP that offers free counselling and other support services to employees and their families for a variety of personal and professional concerns.

  • Amazon: Amazon offers a confidential counselling and referral service for a range of personal and work-related concerns to its employees and their families.

  • Apple: Apple offers a free employee assistance programme (EAP) that gives staff members access to support services for a variety of personal and professional difficulties.

Paid time off

Any package of health benefits for employees must include paid time off. Employees can take time off for vacation, illness, or other personal reasons with paid time off. Employers must provide enough paid time off (PTO) so that workers can rest, relax, and take care of their health and wellbeing. To assist staff in striking a better work-life balance, employers may also take into account providing flexible work hours, remote work choices, or unlimited time off policies. 

Health Savings Account

Employees can use Health Savings Accounts (HSAs), tax-advantaged savings accounts, to pay for medical costs. HSAs can be used to pay for expenses like deductibles, copays, and prescription medications and are frequently coupled with high-deductible health insurance plans. Employers have the option of making pre-tax contributions to their employees' HSAs or letting their own employees make pre-tax contributions. Employers could be able to lower their healthcare expenditures by using HSAs to assist employees manage their healthcare costs. 

Few examples of innovative employee health benefits that has been offered to attract, retain the talent. It has also eventually boosted the employee morale and well-being.

  • Wellness allowances: Several employers offer their staff wellness budgets that can be used for a range of health and wellbeing-related pursuits, including gym memberships, exercise classes, and wellness getaways.

  • Health clinics on-site: Several businesses operate clinics on-site that offer a variety of services, including primary care, preventive care, and mental health treatments. For employees who might find it difficult to receive healthcare outside of work hours, this can be a practical choice.

  • Assistance with student loan repayment: With student loan debt becoming a considerable financial burden for many young professionals, some businesses are providing employee benefits that can help reduce the load.

But why offer employee benefits?

Providing health benefits can be a potent recruiting strategy to draw in top candidates and keep them on board. Offering competitive health benefits can increase a company's competitiveness in the labour market since prospective employees frequently use health benefits as a criterion when evaluating job offers.

  • Enhance employee morale and satisfaction: Offering health benefits can enhance employee satisfaction and morale. Workers are more likely to be content with their jobs and more interested in their work if they believe that their employers are concerned about their welfare.

  • Boost productivity: Those who are in good health tend to be more productive than those who are ill or having health problems. Giving employees access to preventative care and healthcare might help them keep healthy and stay away from illnesses or chronic disorders that might interfere with their ability to work.

  • Decrease absenteeism and turnover: When workers have access to health benefits, they are more likely to get the preventive care and treatment they need when they do need it, which can lower the risk of absenteeism from illness. Also, happy employees are less likely to quit their jobs, which lowers the expenses associated with turnover for the business.

  • Employer brand can be improved by providing appealing health benefits, which can also improve the employer's reputation. Businesses that are known for putting their employees' needs first are more likely to receive favourable press from the general public and prospective employees.

  • Improved employee engagement: Workers are more likely to be engaged and dedicated to their work if they believe that their company genuinely cares about their well-being. Employers can express their appreciation for their staff members as individuals and their desire to promote their health and wellbeing by offering health perks.


Finally, providing health benefits to workers is an essential investment for any firm seeking to entice, keep, and engage a skilled staff. Access to healthcare and preventative treatments not only boosts worker morale, happiness, and productivity but also has the potential to reduce costs and increase corporate accountability. Companies may improve public health outcomes and build a stronger employer brand by prioritising the health and well-being of their employees. As a result, companies ought to think about creating comprehensive health benefit plans to support their workers' physical, mental, and emotional well-being and foster a work environment that values wellbeing. 

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Arundhati Upadhyay

Human Resources Executive, Sumeru Digital Solutions

Arundhati Upadhyay (Gold Medalist MBA) works at a startup in Bangalore. She is extremely passionate about innovation and creativity. She specializes in Talent Branding, Talent Attraction, Social Media Outreach Initiatives for Employer Branding, and Recruitment Marketing Outreach Initiatives. She is also an Art of Living Teacher and conducts Mind Management Programs for people across generations.