Benefits that address health care employee burnout

The physical demands of the job also contribute to a higher prevalence of musculoskeletal (MSK) claims, encompassing 9.5% of medical spend.² Additionally, there is a lower rate of engagement with primary care providers (PCPs) and clinical programs, coupled with a higher use of more costly quick-fix services like the emergency room (ER).² The industry also sees a higher prevalence of maternity and NICU claims.²

To address these industry-specific pain points, health care organizations may consider implementing the following strategies when designing their employee benefits portfolio:

Given employees’ long hours and shift work constraints, employers may want to consider on-site clinics or nurses, as well as virtual primary care and virtual specialty care to help employees fit care into their schedule. By bringing health care services directly to the workplace or offering digital access, organizations may help reduce absenteeism and improve productivity. Workplace health centers may offer primary care services, preventive screenings, chronic disease management and mental health support, all accessible during the workday. This approach not only supports employee well-being but may also help mitigate the use of more expensive care settings.

Featuring an app that enables members to see and compare actual copays before getting care, a plan like Surest® may encourage employees to choose higher-value, lower-cost sites of care (like urgent care instead of the ER) more often. Transparency in pricing empowers employees to make more informed health care choices. When individuals understand the financial implications of their choices, they are more likely to seek out quality providers that offer lower cost (comparing like plans) options. In fact, Surest members saved 54% on out-of-pocket costs when choosing high-value providers.³ This consumer-driven approach aligns with broader efforts to manage overall medical spend while maintaining access to necessary treatments.

A modernized Employee Assistance Program (EAP) and a mix of in-person and virtual behavioral health support may better help employees better cope with the stress inherent to health care work. Digital tools, such as the Calm Health app, can help employees build coping skills, which may prevent the onset of more serious mental health issues. More than 75% of large employers plan to offer digital stress management or resiliency resources in 2026, such as mindfulness and meditation apps.⁴ Providing these resources may help foster a more supportive environment and reduce the stigma associated with seeking mental health care.

Employees may benefit from the flexibility of digital programs like those available via UHC Hub®, designed to help support back, joint and chronic pain. Musculoskeletal issues can be a driver of medical costs in the health care industry due to the physical nature of patient care.² Offering targeted, digital interventions may help employees manage their conditions more effectively from the comfort of their homes. These programs often include specific exercises, educational resources and access to health coaches, providing a whole-person approach to pain management and potential recovery.

Providing benefits for fertility support solutions, doulas, neonatal resource services and more may help ensure healthier outcomes and a better experience for employees in the family-building stage of their lives. As the workforce continues to evolve, supporting diverse family needs has become a critical component of talent retention. Employers are increasingly recognizing the value of these benefits; for instance, 35% of employers were considering covering men’s fertility testing and adding benefits to support a range of women’s reproductive health needs according to a 2025 report.⁵ By investing in maternity and family planning resources, organizations may help alleviate financial and emotional stress for their employees.

Up-to-date preventive care and vaccinations are important in a sector where employees may be more likely to be exposed to a variety of diseases. Establishing a culture of wellness requires ongoing education and engagement. Employers may leverage targeted messaging to remind staff about available screenings and resources. By prioritizing preventive measures, organizations may help identify potential health issues early, which may lead to better outcomes and reduced long-term costs.