When an employee utilises their PMI benefits, the cost of treatment and any hospital stays is paid directly by the insurer to the private hospital, with outpatient cover to be covered in full or limited to a set amount​. No information is shared with the business but a copy of the paid claim can be requested/ viewed by the member.

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There are quite a few insurers out there offering Private Medical Insurance, each with different levels of coverage and a variety of hospital lists to pick from. Independent private hospitals partner with all health insurance providers, but they’re not actually owned by the insurers. Hospital lists become more of a focal point if you’ve got members who might need to go to London hospitals, as their fees tend to be much higher than elsewhere.​

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Excess can be applied to PMI, it can be applied per policy per year, or claim. Applying an excess can help you to safeguard the policy from lots of small claims and it is a good option when you’re looking to make sure the policy pricing is sustainable.

The insurer will likely consider you less of a risk with an excess and a discounted premium may be available.It’s well worth considering this option if it fits within your budget. ​Small everyday claims are best claimed on a company health cash plan.

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Firstly, I am just putting it out there that I am not authorised to give tax advice. However, private medical insurance is classed as a benefit in kind by HMRC. You will need to report any company-funded premiums to HMRC. Communicating this to employees can be done before or after the policy has gone live with a time frame provided to employees so that they can opt-out should they not wish to receive this benefit.

Yes, should you wish to you can agree for employees to add dependents. Only immediate family can be added. You can choose to fund this or deduct from payroll after tax. Your insurer will simply invoice the full cost to the business.

You can choose to administer your policy directly with your insurer or you can ask your friendly broker (us) to help you add and remove employees as they join and leave the business. If you are paying monthly the member will be removed from the end of their employment and you will not be invoiced for that member following their removal. If you pay annually the remainder of the cover period premiums will be created back to you either as a refund or a credit to your account.

There are lots of factors that go into the price of a policy. Including, the amount of cover available within the policy. The number of employees on the cover, age and gender of the members on the cover. The postcode of the business. What hospital list you have access to. Whether you are providing single cover/ single parent cover or family cover. Type of underwriting (especially if this is being carried over from an existing policy.) Whetehr there is an excess on the policy. Insurance premium tax. Medical inflation and administration costs.

A pre-existing condition is anything you have had medical treatment for in the past. This includes symptoms, consultations, medication, surgery, or any other treatment from the NHS or a private company. You can purchase health insurance if you have a pre-existing medical condition. All policies place guidelines for what they will cover and your underwriting will state any exclusions relating to pre-existing conditions. It’s the underwriting that determines what you can and can’t claim for under the terms and conditions of the policy. Any exclsuioons will can a time frame detailed.

Employee health insurance, often called Private Medical Insurance (PMI), is a company-funded benefit that gives staff faster access to private healthcare, covering diagnostics, treatment, and sometimes routine care. It complements NHS services and can be tailored to your business needs.

PMI covers acute medical conditions and specialist treatment; health cash plans reimburse everyday healthcare costs like dental and optical; EAPs provide confidential mental health and wellbeing support. Each serves a different employee need—see our comparison table for details.

Providing health insurance can reduce staff absence, improve retention, boost morale, and make your company more attractive to top talent. It’s a proven way to support wellbeing and productivity.

Most policies cover hospital treatment, specialist consultations, diagnostics, mental health support, and sometimes therapies like physiotherapy. Optional extras may include dental, optical, and virtual GP access.

Yes, many insurers allow flexible eligibility criteria. You can include part-time, or even family members, depending on your scheme and budget.

Costs vary by company size, location, industry, and level of cover. For SMEs, group PMI can start from £20–£50 per employee per month. Cash plans are often lower cost. Get a tailored quote for accurate pricing.

Coverage for pre-existing conditions depends on underwriting type (e.g., moratorium, full medical underwriting, medical history disregarded). Pre-existing conditions may be excluded or subject to waiting periods depending on personal medical history.

Employees can usually claim online, via an app, or by phone. Most insurers offer dedicated helplines and digital portals for easy access to benefits and claims tracking.

Some insurers offer continuation options, allowing departing employees to convert group cover to individual policies. Terms and costs may change, so check with your provider.

Yes, PMI is considered a Benefit in Kind (BiK) and is subject to income tax and National Insurance. Cash plans and EAPs may also be taxable, depending on scheme structure.

Consider your workforce demographics, budget, and business goals. Compare PMI, cash plans, and EAPs for coverage, cost, and impact. We can help you build a bespoke package.

Popular trends include virtual GP access, mental health support, flexible benefits, and wellbeing initiatives. Hybrid working and lifestyle perks are increasingly valued by employees.

A health cash plan is an affordable employee benefit that reimburses staff for everyday healthcare costs such as dental check-ups, optical appointments, prescription charges, and physiotherapy. Employees pay for treatment, submit receipts, and claim back costs up to annual limits.

Most plans cover routine dental check-ups, hygienist visits, fillings, crowns, extractions etc, cosmetic treatment and teeth whitening are usually excluded. Most dental policies include dental accident cover. Check your provider’s benefit table for specific limits and exclusions.

Optical cover typically includes eye tests, prescription glasses, contact lenses, and sometimes laser eye surgery. Employees can claim back costs up to their annual allowance

Yes, most health cash plans cover pre-existing conditions for routine dental and optical care, unlike private medical insurance which may exclude them

Employees pay for treatment, keep their receipts, and submit claims online or via a mobile app. Approved claims are paid directly into their bank account, usually within a few days

Many providers allow employees to add partners and dependent children (often up to age 21 or 24 in full-time education) for an additional premium.

Health cash plans cover routine, everyday expenses and are easy to use, while PMI covers acute medical conditions, hospital treatment, and specialist care. Cash plans are more affordable and accessible for most employees.

Under UK law, employers must provide and pay for an eye test for any employee who regularly uses display screen equipment (DSE/VDU) if requested. If special glasses are needed solely for DSE work, the employer must pay for them

Employers should offer eye tests at regular intervals, typically every two years, or sooner if requested by the employee or recommended by an optician.

Employer-funded dental and optical benefits are usually classed as a Benefit in Kind (BIK) and must be reported to HMRC. Employees may pay tax on the value of the benefit unless it’s a voluntary scheme.

Employers have a duty of care under the Health and Safety at Work Act to assess and manage risks related to workplace stress. Providing access to Employee Assistance Programmes (EAPs), mental health support, and stress management resources helps meet these obligations.

Health cash plans encourage regular check-ups and early treatment, reducing the risk of prolonged illness. They also provide mental health support and access to therapies, helping employees stay healthy, engaged, and productive.

Common options include general health checks, biometric screenings (blood pressure, cholesterol, BMI), mental health assessments, musculoskeletal reviews, and lifestyle risk assessments (smoking, alcohol, exercise).

Most experts recommend annual health assessments, but frequency can depend on age, risk factors, and company policy. Some employers offer assessments every 2–3 years or as part of onboarding.

Yes, results are confidential and shared only with the employee. Employers may receive anonymised, aggregated data to help shape wellbeing initiatives.

Many modern health assessments include mental health questionnaires or stress risk assessments, helping employees access support early.

Employees are given personalised advice and may be referred to their GP, a specialist, or workplace support services such as EAPs or physiotherapy.

Health assessments are usually voluntary, but some roles (e.g., safety-critical, night workers) may require regular checks by law.

Yes, early identification of health risks can lead to faster intervention, reducing sickness absence and improving productivity.

Most health cash plans include annual health assessments cash back or discount the cost. Check your scheme details for eligibility. Some PMI policy providers will offer a discount towards the cost of a physical health assessment with most now offering an online digital health assessment.

Benefits include improved employee wellbeing, reduced absence, higher engagement, and a positive company reputation for caring about staff health.

Yes, most assessments provide tailored advice on diet, physical activity, sleep, and stress management, helping employees make healthier choices.

Tech employees often value private medical insurance (PMI), mental health support, virtual GP access, and flexible health cash plans that cover dental and optical costs.

Comprehensive health benefits, including PMI, stress management resources, and cash plans, are key for attracting top talent and reducing turnover in finance.

Manufacturers benefit from offering PMI, physiotherapy cover, occupational health assessments, and cash plans for routine dental and optical care.

Education staff value EAPs for mental health, cash plans for dental/optical, and access to wellbeing resources. Some schools also offer flu vaccinations and stress management workshops.

Healthcare employees appreciate PMI with fast access to specialists, mental health support, and cash plans for routine expenses. Occupational health and resilience training are also valued

Yes, SMEs can choose affordable options like health cash plans, EAPs, and basic PMI policies. Many providers offer scalable solutions for teams of all sizes.

Begin by assessing your workforce needs and budget. Consult with a benefits broker or provider to compare options (PMI, cash plans, EAPs). Decide on eligibility, coverage levels, and funding, then communicate the new benefits clearly to staff.

Key steps include:

Needs assessment

Provider selection

Policy design

Internal approvals

Employee communication

Enrolment and onboarding

Implementation can take 5 days–8 weeks, depending on scheme complexity, provider responsiveness, and internal decision-making.

You’ll need company details, employee census (names, DOB, roles), desired coverage, and funding method. Some providers may require previous insurance certificates for switches

Use emails, intranet posts, launch events, and Q&A sessions. Provide clear guides on what’s covered, how to claim, and who to contact for help.

Yes, you can tailor benefits by role, seniority, or location. Ensure fairness and compliance with employment law.