Producing better benefits for the entertainment industry

Discover how tailored health plans may help entertainment and multimedia employers support their crews, manage costs and improve employee well-being.

Sept. 3, 2026

The entertainment and multimedia industry is fast-paced. From film sets to digital media studios, the work never stops. Employees often work long and irregular hours. This high-pressure environment can create distinct health challenges.

Employers must understand these specific challenges. They need to design health plans that support their crews. This industry’s workforce is highly engaged and culturally diverse. The average age is about 40 years old and the average salary is around $67,000.¹ This sector also has the second-highest rate of catastrophic claims totaling $100,000 or more among all industries, with cancer care costs driving the highest spend and behavioral health utilization being 2.5 times higher compared to other industries.²

Managing costs is a top priority for many employers today, especially in a dynamic industry like the entertainment industry. UnitedHealthcare uses data to identify key cost drivers specific to industries which can help employers understand their specific population needs.

Download entertainment snapshot (pdf)

Scripted benefits for a workforce that rarely sits still

Designing effective health plans requires a different approach. Traditional models may not always work for this workforce. Employers in the entertainment and multimedia industry may consider implementing the following strategies when designing their employee benefits portfolio:

1. Rethink plan design for how this workforce actually enrolls

Many employees in this sector prefer single coverage and typically enroll with fewer dependents than workers in other industries.² That shift in enrollment behavior creates an opening to rethink plan design. Traditional high deductible health plans (HDHPs) may discourage care-seeking by requiring employees to absorb costs upfront. Copay-driven options like Surest® — which show members actual copays before they receive care — may be a stronger fit for this higher-salaried, digitally engaged population. Removing the financial guesswork can help employees make more informed health decisions, which may also help manage overall costs for the organization.

2. Support family planning and maternity needs from script to screen

The entertainment industry employs a younger, diverse workforce. This demographic shows a higher utilization of maternity benefits, reflecting distinct workforce demographics and family planning priorities.² Employers may strengthen support by offering fertility services, doula access and neonatal resources. Offering these benefits matters but so does ensuring employees know how to use them. Targeted education campaigns that speak to the realities of demanding production schedules may help employees engage with these resources when it counts most.

3. Bring behavioral health into the spotlight

Long hours and tight deadlines take a significant toll. Research shows 68% of entertainment workers report low engagement, often tied to workweeks exceeding 52 hours and unpredictable schedules.³ This sector also generates 2.5 times the behavioral health claimants of other industries.² Employers may help by modernizing their Employee Assistance Program (EAP), offering flexible therapy through on-site, near-site or virtual providers and using targeted education on stress management, resilience and sleep hygiene. Digital tools like Calm Health® may also provide accessible support that fits into busy, irregular schedules.

4. Close the gap between screening and cancer care

Cancer is the highest spend category in the entertainment industry, despite excellent screening rates among employees,² but high screening rates alone don’t control costs. An integrated cancer care program that combines compassionate support, science-based treatment and coordinated network resources may help provide more consistent care. It may also help supoprt employees through diagnosis and treatment more effectively, potentially reducing overall spend while improving outcomes for this workforce.

5. Build a digital benefits experience that matches the industry

Tech-savvy entertainment professionals expect seamless, tech-enabled experiences — and including how they access health benefits. A strong digital experience starts with a digital front door that allows employees to access and manage benefits from one platform. To help further enhance that experience, employers may incorporate third-party health and wellness offerings through vendor management platforms like UHC Hub® which works to simplify benefits procurement, enhance the employee experience and reduce the administrative burden on human resources teams. For a workforce that lives and works digitally, a connected benefits ecosystem may not be just convenient; it may also drive better engagement and healthier outcomes.

Benefits expertise built for the entertainment and multimedia industry

The challenges facing the entertainment workforce are complex, but they are not insurmountable. It’s important and in an employer’s best interest to invest in a carrier that can help them design benefits packages that enable simpler, more affordable and supportive care for their employees. With decades of experience serving clients across a spectrum of industries, UnitedHealthcare has the insights and strategic expertise to help employers in the entertainment industry get more value out of their health plan.

Learn more about the value of working with UnitedHealthcare

Broker - Page template - More news Experience Fragment

Current broker or employer group client?

Access uhceservices to check commissions, manage eligibility, request ID cards and more.

Footnotes

U.S. Bureau of Labor Statistics (BLS), Occupational Employment and Wage Statistics, May 2024.
UnitedHealthcare ASO book of business, 2025.
Blake, A, Hartmann, V. HR In The Entertainment Industry Statistics. Zipdo, July 2026. Available: https://zipdo.co/hr-in-the-entertainment-industry-statistics/. Accessed: Aug. 2026.

Disclaimers

Fertility Solutions program should not be used for emergency or urgent care needs. In an emergency, call 911 or go to the nearest emergency room. The information provided through this program is for your information only. It is provided as part of your health benefit plan. Program nurses and other representatives cannot diagnose problems or suggest treatment. This program is not a substitute for your doctor’s care. You should consult an appropriate health care professional to determine what may be right for you. Your health information is kept confidential in accordance with the law.

Doula Support is voluntary. The information provided under the program is for general informational purposes only and is not intended to be nor should be construed as medical advice. Individuals should consult an appropriate health care professional to determine what may be right for them. This program does not include a network of doulas, prescribe a doula’s work or training requirements nor review a doula’s qualifications. Individuals are solely responsible for selecting an appropriate doula and ensuring the doula is trained to their specifications to help meet their needs. Receiving reimbursement for incurred doula support expenses may have tax consequences. Individuals should consult an appropriate tax professional to determine whether they have any tax obligations from receiving reimbursement for these expenses under this program.

The material provided through the Employee Assistance Program (EAP) is for informational purposes only. EAP staff cannot diagnose problems or suggest treatment. EAP is not a substitute for your doctor’s care. Employees are encouraged to discuss with their doctor how the information provided may be right for them. Your health information is kept confidential in accordance with the law. EAP is not an insurance program and may be discontinued at any time. Due to the potential for a conflict of interest, legal consultation will not be provided on issues that may involve legal action against UnitedHealthcare or its affiliates, or any entity through which the caller is receiving these services directly or indirectly (e.g., employer or health plan). This program and its components may not be available in all states or for all group sizes and is subject to change. Coverage exclusions and limitations may apply.

Calm Health is not intended to diagnose or treat depression, anxiety, or any other disease or condition. If participants feel their condition is severe and needs attention, they are instructed to contact their treating provider or mental health therapist for help. Employee benefits including group health plan benefits may be taxable benefits unless they fit into specific exception categories. Please consult with your tax specialist to determine taxability of these offerings.

Cancer Support Program is a program, not insurance. Availability may vary on a location-by-location basis and is subject to change with written notice. UnitedHealthcare does not guarantee availability of programs in all service areas and provider participation may vary. Certain items may be excluded from coverage and other requirements or restrictions may apply. Please check with your UnitedHealthcare representative.

Employee benefits including group health plan benefits may be taxable benefits unless they fit into specific exception categories. Please consult with your tax specialist to determine taxability of these offerings.

Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affiliates. Administrative services provided by United HealthCare Services, Inc. or their affiliates.