Retooling health benefits for a shift-based workforce
Manufacturing employers know how to run a lean operation. Applying that same discipline to health benefits may reduce costs and boost output.
From assembly lines and warehouse floors to logistics hubs and control rooms, work in the industrial and manufacturing sector is physically demanding, highly regulated and increasingly automated. Employees are tasked with operating heavy machinery, navigating unpredictable shift schedules and meeting the expectations of a supply chain that demands real-time efficiency and seamless production.
For employers, it is about upholding safety and operational excellence on behalf of the customers and consumers they serve. This fast-paced, pressure-filled environment creates a unique set of workforce considerations. Investing in health benefits that support employee performance and well-being is key to keeping production running smoothly.
Because this workforce tends to consist of individuals working rotating or 12-hour shifts, often in rural or semi-urban areas,1 many face challenges in accessing traditional health care services. As a result, they may delay seeking care until a condition becomes severe, leading to more complex health issues and higher emergency room (ER) utilization. Employers who deliver benefits that go beyond traditional medical coverage to encompass whole-person health may be more attractive to top talent and better positioned to manage long-term costs.
When designing health plans, industrial and manufacturing employers balance universal factors like cost, network access and compliance. But taking the industry-specific factors of their workforce into consideration is equally important to meeting employees’ health care needs. Plans that align with how employees work, what they value and where health risks are emerging may help drive higher engagement and better outcomes.
Benefit strategies to help employers run a productive operation
1. Connect employees to primary and preventive care
Building benefit plans that make it easier for employees to access care — and stay engaged with it — is a key opportunity for industrial and manufacturing employers. Primary care–focused plan designs, supported by preventive programs and condition-specific resources, may help strengthen outcomes — especially when paired with clear, targeted employee education. According to UnitedHealthcare data, employees in this sector had less preventive care, the lowest prevalence of cholesterol and wellness screenings, more ER visits and a higher tendency to not seek care at all, with 7% having no claims in the past 2 years.2
2. Support musculoskeletal health and injury prevention
Due to repetitive physical tasks and heavy lifting, musculoskeletal (MSK) issues are a top cost driver for this industry.2 Employers should include programs that are designed to provide tailored support for these conditions. Offering access to physical therapy, ergonomic assessments and digital MSK solutions may help employees recover faster and prevent future injuries, ultimately reducing absenteeism and workers' compensation claims.
3. Embrace digital health and virtual care
Given the industry’s shift constraints and rural demographics, digital health tools are a natural extension of the employee experience. Virtual primary care, telehealth visits and app-based condition management tools can offer flexibility for employees with demanding schedules — while helping employers manage access and costs. Virtual care and on- or near-site clinics are strategies these clients are adopting more frequently given employees' largely rural demographic and shift work constraints. In fact, Surest, a health plan that leans into digital platforms, is proven to lower costs and drive members to more effective care in the manufacturing space.
4. Prioritize mental health and behavioral support
The high-pressure environment of the industrial and manufacturing industry makes mental health support a critical component of any benefits package. Mental health issues, including stress, anxiety and burnout, may result from long shifts and rotating work schedules. Employers can help employees find work-life balance by offering and promoting resources aimed at managing stress, improving sleep, practicing mindfulness and more. Modernized Employee Assistance Programs (EAPs) or Employee Wellbeing Solutions (EWS) can serve as a front door to behavioral health support for employees.
5. Create a culture of wellness and sustainable weight management
Wellness programs and workplace initiatives can reinforce a culture that prioritizes employee well-being. Encouraging participation in preventive screenings, fitness programs and healthier lifestyle choices may help support long-term health, particularly in an industry where obesity and chronic conditions are prevalent.2 Offering incentive-based programs may enhance an employer's benefits package and address growing employee interest while encouraging healthier lifestyles for more sustainable weight management.
6. Design for a diverse and multigenerational workforce
Despite common demographic trends, industrial and manufacturing employers should account for the diverse needs within their workforce. Different generations have different health needs and preferences. While some employees may gravitate toward digital tools, others — particularly more senior workers or those managing chronic conditions — may benefit from hands-on support and access to clinical and care management programs.
Choosing a carrier with the expertise to deliver
For employers in the industrial and manufacturing industry, it’s critically important and in their 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 industrial and manufacturing get more value out of their health plan.
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