The NHS waiting list currently stands at 7.25 million cases, with a median wait of 13.6 weeks - nearly double the pre-pandemic figure of 7.8 weeks. Meanwhile, employees now lose the equivalent of 44 days of productivity annually due to working through sickness. The gap between what employees need and what the NHS can provide has never been wider. The organisations that step in with faster, more preventive healthcare will feel the difference, in absence rates, staff retention and overall performance.
Employees who have experienced same-day digital healthcare will not accept a three week GP wait. 40.4% of A&E patients waited over four hours in December 2025. For many workers, employer-provided healthcare is now the fastest -sometimes the only route to timely support.
In 2026, good practice means appointments within hours for GP, mental health and physiotherapy. These should be available by video from home, the office or abroad. Family access matters too. For parents and carers, being able to book a same-day appointment for a child or dependant is one of the most valued parts of any health benefit.
When health benefits are spread across different providers and platforms, employees disengage. A separate EAP here, a different GP line there - the friction adds up and care gets delayed.
The best-performing organisations bring everything together in one place: GP, mental health, physiotherapy, women's health and lifestyle support. But the most important connection is clinical. When a virtual appointment is securely shared with an employee's NHS GP (with their consent) - it creates one joined-up medical record. That means safer care and no repeated information across private and NHS services.
Getting people care quickly is important. Catching health problems before they become serious is even more important. The hidden cost of employee sickness hit £103 billion in 2023 - up £30 billion since 2018 - and most of that increase came from people working while unwell, not from sick days.
A good health assessment programme has four steps:
The data collected is anonymised and aggregated. It also helps employers understand where health risks are concentrated across their workforce, and where to focus investment.
Mental health conditions now make up 52% of all work-related ill-health. Nearly one million workers reported stress, depression or anxiety caused or made worse by their job in 2024/25. Yet NHS waiting times for mental health support remain long, and many people delay asking for help due to stigma.
Good employer provision makes it easy to get help. That means no GP referral needed, the ability to see the same clinician each time, and digital access that feels private and low-pressure. Prevention matters here too - mental wellbeing screening as part of a health assessment can spot early signs of stress or burnout before things reach a crisis point.
Senior leaders are asking harder questions about the return on wellbeing spend. HR Directors need more than a good service - they need clear data. That means tracking who is using the benefit, spotting absence patterns, understanding health trends across the workforce and using that insight to make the case for continued investment.