As a small business owner in the UK, private healthcare is a desirable benefit I have considered for many years. In my years spent recruiting and meeting clients, I would often wonder if we could ever compete with large corporates who seemed to offer healthcare as standard. In terms of whether healthcare should be a universal human right in the workplace, I feel it’s a complex question that isn’t a simple one to answer. In this blog, I delve into the healthcare landscape from an employee and employer perspective.
In the UK, we are fortunate to have the National Health Service (NHS), which ensures that basic healthcare is accessible to all. However, the NHS is facing unsustainable pressures, with record demand for urgent and emergency care, not to mention the waiting times for mental health support. Where businesses offer private healthcare, there is no question of the impact this can bring for employees; however, for small businesses in particular, where resources are limited, the question of offering private healthcare benefits is fraught with financial implications.
The argument for healthcare as a universal right in the workplace is a moral one. The wellbeing of our employees should be a priority. After all, a healthy workforce is a productive one. However, when faced with the practical aspects of running a small business, the decision becomes less straightforward. The cost of providing comprehensive healthcare benefits can be daunting, which is why we could not offer it for several years.
Employees today are increasingly looking for employers who value their well-being. In fact, from the candidates we speak to, one of the main motivators for those looking for a new role is their well-being in some capacity. Comprehensive healthcare benefits can entice top talent, especially if your competitors offer it and they have an offer elsewhere. In this regard, offering healthcare becomes a moral decision and a strategic one.
Perhaps the solution lies in a collaborative approach. Government policies could be more supportive of small businesses that wish to provide additional healthcare benefits. Incentives or subsidies could ease the financial burden, making it more feasible for small businesses to offer more comprehensive health benefits.
We must also consider the broader impact. If healthcare becomes a universal right in the workplace, it could potentially relieve some pressure off the NHS, resulting in a more efficient healthcare system overall. It's a ripple effect where the health of the workforce could improve, productivity could increase, and the national health system could become more sustainable.
From a personal perspective, we began researching private healthcare providers earlier this year, and were delighted to find Equipsme, which suited us perfectly as a business. Not only is Equipsme cost-effective, but it also enables us to upgrade our level of cover for our employees to include stress support and dental cover. It’s great to see the landscape changing and providers like Equipsme coming on the market.
In conclusion, as a business owner, I believe that while healthcare should be a universal human right, the path to achieving this in the workplace is not black and white, and there are various layers to the question. Ultimately, the goal should be creating a society where both businesses and employees thrive – a society where good health is not just a privilege but a right that is supported and upheld in every workspace.
