Fueling the future: Health benefits for the energy sector

The median wage for energy workers is $58,810 annually.³ The workforce skews male, with 71% to 74% of employees identifying as such — and relatively young, with 29% under the age of 30 and 84% under the age of 55.³ And while most employers in this sector typically cover larger households, they often offer leaner benefit packages compared to other industries. That combination means employees shoulder more out-of-pocket costs, which may lead them to delay or avoid care.

In fact, energy workers average only 1.4 provider visits per member per year, compared to the national average of 1.6 to 1.8.³ Despite fewer visits, the severity of their claims is higher. Catastrophic claims costs in the energy sector are 18.8% higher than in other sectors nationwide.² The cost per catastrophic claimant ranks among the highest across all industries. Emergency room utilization is also elevated, at approximately 145.4 visits per 1,000 members. This is driven largely by heavier workloads during natural disasters when employees cannot access providers during normal hours.² Metabolic diseases, such as diabetes, are also prevalent, particularly in states with a large energy presence like Texas, California, West Virginia and Wyoming.² Plus, behavioral health utilization is among the lowest of any sector — a possible concern given the physically and emotionally demanding nature of the work.

These patterns are not just data points. They are signals that may help employers in this industry understand where benefit design is falling short and where strategic investment may make the greatest difference.

Strategies designed to help improve engagement, site of care choices and affordability may help employers in this sector build healthier workforces.

Because energy sector employees have shown to be less inclined to visit a provider compared to national averages,² this represents a gap that may lead to more acute, costly claims later. Requiring or encouraging employees to establish a relationship with a primary care provider (PCP) and only covering emergency room visits for true emergencies may help employees consider more convenient, lower-cost options. Expanding access to on-site or near-site clinics and health specialties may also improve utilization of higher-value care. Virtual care solutions, such as Doctor On Demand, may give remote workers easier access to medical professionals — helping to address care gaps before they become more costly conditions.

Energy sector employers tend to offer leaner benefits while covering larger-than-average households, which may leave employees shouldering more out-of-pocket cost. When high-cost events occur, the financial impact is significant for both employees and employers, making affordability-focused plan design a strategic priority. Copay-based plans like Surest® show costs upfront, helping make it easier for employees to choose quality, lower-cost care. Supplemental health benefits, such as critical illness, accident protection and hospital indemnity, offer additional protection against unexpected expenses. Expanding employer contributions to tax-advantaged health savings accounts (HSAs) or health reimbursement accounts (HRAs) may also help offset out-of-pocket costs for employees who face higher cost-sharing under leaner plan designs.

With 29% of energy workers under age 30 and 84% under age 55, this is a predominantly younger workforce that may respond well to digital-first benefits engagement. Advocacy solutions and digital tools may help increase engagement, while worksite well-being programs may give employees accessible ways to exercise, eat well or manage stress. Targeted benefits education may also help employees better understand and use programs included in their plan. Using data analysis to inform targeted communications can help employers tailor their benefits strategy for better member experiences and lower costs. Digital channels, such as email and mobile apps, may also resonate particularly well with this sector's large share of younger workers.

Because the energy sector has the lowest behavioral health utilization rate of any industry at just 145.4 visits per 1,000 members,² employers may want to consider in-person and virtual care options, along with providing education and tools for lower-severity needs such as stress management, resilience, sleep and mindfulness. Identifying workplace mental health champions may also help promote early intervention and better self-care. Removing barriers to access, reducing stigma and integrating mental health resources into the broader benefits strategy are essential steps toward closing this utilization gap.

Energy workers may experience higher emergency room use during natural disasters, when workloads are heavier and variable schedules limit access to providers during normal hours.⁴ Employers can help by expanding telehealth and urgent care access during storm seasons, deploying mobile rapid response clinics for field workers and offering enhanced Employee Assistance Programs (EAPs) and physical recovery support after major weather events. These measures support employee well-being and may help maintain operational continuity during critical periods.