As 2026 gets underway, employee benefits are firmly under the spotlight. Rising healthcare pressures, evolving employee expectations and ongoing cost considerations make this an ideal time for employers to review whether their benefits strategy is delivering real value for both employees and the business.
We have highlighted three key areas for employee benefits and HR professionals to focus on in 2026:
1) Employee Wellbeing Employee wellbeing remains a central focus, particularly physical and mental health. While the impact of COVID has eased, many individuals still experience challenges accessing medical assistance or treatment. This has driven increasing demand for private healthcare services, especially virtual GP access. According to the Independent Healthcare Providers Network, virtual GP services now account for around 28% of private medical services accessed, with half of users aged 35-44.
These figures highlight continued pressure on NHS GP services and suggest that younger employees may be more aware of, and comfortable with, online healthcare support. Lower usage among older age groups may indicate an awareness gap that employers could help address.
Pressure on NHS services remains significant. NHS Scotland reported that more than 600,000 people were on waiting lists for treatment as of 30th November last year. This helps explain why private medical insurance continues to be highly valued, as it enables quicker diagnosis, faster treatment and can help reduce workplace absence.
2) Pension Salary Exchange Following the Autumn Budget 2025, pension salary exchange remains another important consideration. The planned cap on National Insurance savings will not take effect until April 2029, meaning employers and employees can continue to benefit for several more years. However, forward planning is essential, particularly for higher earners, as contributions made through salary exchange are expected to be capped at £2,000 once the changes come into force.
3) Private Medical Insurance Despite this demand, private medical cover remains relatively uncommon across the UK. Mercer Marsh Benefits’ Health on Demand research shows that only 30% of full-time employees currently have access to private medical insurance, set against NHS England waiting lists of 7.4 million.
Cost is often cited as a barrier, however there are several ways employers can manage affordability, including adjusting policy limits, excesses and hospital lists. Many organisations find cover to be more cost-effective than expected.
For small and medium-sized businesses, entry-level options may offer a practical alternative. These provide more limited cover but can be introduced at a relatively low cost, often from around £5 per member per month. Health Cash Plans are one such option, offering fixed benefits that can contribute towards dental and optical treatment, mental health counselling, virtual GP access and specialist consultations, delivering tangible value where diagnostic access is a key concern.
In conclusion, key employee benefit trends for 2026 focuses largely on health and financial wellbeing. Ensuring employees understand what benefits are available and how to access them is critical. Clear communication – whether through online resources, newsletters or presentations – will become increasingly important as the 2029 salary exchange changes approach.
A well-designed benefits strategy can make a meaningful difference to your employees and your organisation.
Let’s create a solution that works for you.
info@acumeneb.com
Tel: 01224001946
