Protecting valuable assets by investing in employee health
Finance and banking employers know how to protect capital. Applying that same discipline to health benefits may impact their bottom line.
From trading floors and branch offices to call centers and home offices, work in finance and banking is fast paced, highly regulated and increasingly digital. Employees are tasked with managing complex information, navigating constant market volatility and meeting the expectations of clients who want real‑time answers and seamless service.
For employers, it's about upholding integrity and financial stewardship on behalf of the customers and consumers they serve. This fast-paced, pressure-filled environment creates a unique set of workforce considerations — and a clear mandate for employers to invest in health benefits that support employee performance and well‑being.
Because this workforce tends to consist of younger, middle-aged urban professionals who are typically highly educated and more digitally savvy, many understand the importance of work-life balance and tend to prioritize their mental and physical health. As a result, they may have less complex health issues but still seek benefits that go beyond traditional medical coverage to encompass whole-person health Employers who deliver may be more attractive to prospective employees and support retention efforts.
When designing health plans, finance and banking 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 health care needs. Plans that align with how employees work, what they value and where health risks are emerging can help drive higher engagement and better outcomes.
Building a better benefits portfolio
Just as finance and banking employers are often striving to strategically advise clients on their financial portfolios and money management, the same consideration and thoughtfulness should be applied when developing their benefits portfolio:
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 finance and banking 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.
2. Support family planning and women's health*
As employees start families or plan for the future, the demand for family planning and women's health benefits becomes increasingly important. Considering this industry has a slightly more female-dominant workforce, clients tend to experience more maternity claims compared to other industries.1 Coverage for contraception, fertility services, maternity programs, doulas and neonatal support can help address the needs of a workforce that is both female‑majority and highly engaged in preventive care.
3. Embrace digital health and virtual care for tech-savvy employees
Given the industry’s comfort with technology, 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. Digital engagement also aligns with broader trends in the banking industry itself, where digital transformation continues to shape expectations around speed, usability and personalization.2
4. Prioritize mental health for a high-stress industry
The high-pressure environment of the finance and banking industry makes mental health support a critical component of any benefits package. In fact, employees in this industry have more behavioral health claims compared to others.1 This underscores the importance of robust behavioral health benefits, including modernized Employee Assistance Programs (EAPs), expanded therapy options and proactive education around stress, resilience and sleep. Employers that reinforce these resources — and work to reduce stigma associated with mental health care — may be better positioned to support employee well‑being in a demanding industry.
5. Create a culture of wellness to keep employees healthy
Wellness programs and healthy 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 metabolic conditions are less prevalent but still a risk over time.
6. Design for a diverse multigenerational workforce
Despite common demographic trends, finance and banking employers should account for the diverse needs within their workforce. Different generations have different health needs and preferences. For instance, while some segments of this workforce skew younger, others — such as financial advisors — may be older and more likely to manage chronic conditions. And, while some employees may gravitate toward digital tools, others may benefit from hands‑on support and access to clinical and care management programs.
Choosing a carrier with the expertise to maximize benefit value
For employers in the finance and banking industry, it’s critically important and in their best financial 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 finance and banking industry get more value out of their health plan.
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