As hybrid work and working from home in the UK continue to reshape the world of employment, employee health needs are evolving just as quickly. With fewer people in the office full-time and many working from anywhere in the world, businesses are rethinking how they provide health insurance that truly fits.
Gone are the days of one-size-fits-all cover tied to a central office location. Today, flexibility, accessibility, and relevance are more important than ever, both for employees and the organisations supporting them.
From supporting UK-based employees who split their week between home and the office, to ensuring cover for a digital nomad working across borders, modern employers face a new set of challenges. Fortunately, there are also solutions and opportunities to offer better, smarter health benefits.
Why Health Coverage Needs Are Changing
The growth of remote and hybrid work has significantly impacted how people access and engage with healthcare. Employees now expect more than just reimbursement for in-person appointments. They want real support, easily available, wherever they are.
Employees working outside the office often lack quick access to private clinics or employer-sponsored services that were previously within reach. Instead, they’re looking for:
- Remote access to GPs, specialists, and mental health services
- Coverage that travels with them, even across borders
- Simple, user-friendly tools for managing their benefits
- Flexibility to adapt to their unique working patterns
At the same time, employers are looking for efficient ways to:
- Maintain consistent support across a dispersed workforce
- Attract and retain talent with remote work benefits that feel relevant
- Address increasing concerns around wellbeing, absenteeism, and access to care
Different Needs: Home-Based vs Office-Based Staff
While hybrid and remote workers often fall under the same umbrella, their health support needs can vary significantly, especially compared to those who are office-based.
Office-Based Staff
- Likely to benefit from on-site or nearby healthcare (e.g. workplace wellness schemes, occupational health visits)
- Often more structured schedules and access to employer networks
- May receive informal support or check-ins just by being around colleagues
Work-from-Home Staff
- May experience isolation, mental fatigue, or lack of physical activity
- Less likely to visit healthcare providers regularly, convenience matters more
- Strong need for virtual services (GP, therapy, wellness support)
- May live in rural or underserved areas, where in-person care is limited
Digital Nomads or International Workers
Face unique risks: lack of local NHS access, different time zones, emergency care abroad
Need global coverage, international telehealth, and multi-region claims support
Often work independently, so policies must be intuitive and self-managed
Bottom line: If your workforce includes a mix of these profiles, a standard policy won’t cut it. The solution lies in a tailored cover that considers all these realities.
What to Look for in a Modern Health Insurance Policy
Supporting a distributed team means choosing a health insurance policy that works wherever your team does. Here are some core features to prioritise:
Virtual Healthcare Access
This should be standard for remote and hybrid teams. Look for:
- 24/7 GP access via phone or video
- Online mental health support, including therapy and counselling
- Digital tools for managing referrals, repeat prescriptions, and test results
- Health and wellbeing apps, lifestyle coaching, and online assessments
Flexible Provider Networks
Employees may live across different regions or even abroad. Your policy should offer:
- Wide national coverage with minimal travel required
- Optional international add-ons or integrated digital nomad health insurance
- Straightforward processes for finding approved providers and making claims
Mental Health and Preventative Care
Working remotely can take a toll on mental health, especially for those who feel disconnected or under-supported. Comprehensive cover should include:
- Access to online CBT, private therapy, and mindfulness resources
- Employee assistance programmes (EAPs)
- Digital wellness content that supports self-care between appointments
Modular, Scalable Plans
Not every employee has the same needs. Look for policies that allow:
- Different tiers of cover depending on location or job role
- Add-ons that cater to life stages (e.g. family cover, maternity, chronic conditions)
- Simple updates as your team grows or working models change
Case Study Example: IWG’s Hybrid Workforce Benefits with Bupa
One strong example comes from IWG, the global flexible workspace provider (including brands like Regus and Spaces), which recently introduced comprehensive wellbeing initiatives for hybrid workers in partnership with Bupa.
How IMG improved work from home cover:
- After surveying users, IWG launched a benefits package aimed at hybrid workers, those using both home and local workspace offices.
- They partnered with Bupa and fitness provider Hussle to offer gym access plus personalised health assessments through Bupa’s ‘Bupa From Home’ and primary-care services.
What it did for their business:
- Employees received a free annual health check and access to Bupa’s remote-care services at no extra cost.
- The package aimed to help hybrid workers stay healthy during the commute-from-home era.
- The combined benefits were valued at over £1,200 per year per person
Global mobility & digital nomad health insurance
As remote work has opened borders, more employees are spending time abroad, either on “workcations” or as part of flexible living arrangements.
For businesses, this introduces:
- Duty of care challenges
- Questions around access to care outside the NHS
- The need for digital nomad health insurance that’s tied to employment, not geography
Some modern providers now offer:
- Multi-region cover that adapts to an employee’s location
- Cross-border virtual healthcare services
- Emergency care, evacuation, and repatriation as needed
If your team includes international talent or is growing globally, this kind of cover is not just helpful, it’s essential.
Cover is important no matter where you work from
The world of work has changed and so have expectations around health benefits. Whether your team is entirely remote, office-based, or somewhere in between, providing relevant, flexible healthcare access is no longer optional. It’s a core part of attracting talent, retaining staff, and promoting long-term wellbeing.
By choosing a policy that includes virtual care, remote work benefits, and even digital nomad health insurance, you’re supporting your workforce wherever they are, and setting your business up for a healthier future.
Healthplan’s partners offer a wide range of health insurance cover for businesses with different types of workforces. If you are looking for a quote for your business contact our team today and a member of our team will aid you in getting you a quote.
FAQs
Do remote and hybrid employees in the UK still get access to private health insurance?
Yes. Employers can offer private health insurance to remote and hybrid employees just as they would for office-based staff. However, it’s important that the policy includes flexible access, such as virtual GP appointments and online mental health support, to ensure remote workers can use their benefits wherever they are.
What is digital nomad health insurance, and how does it differ from regular employee health cover?
Digital nomad health insurance is designed for employees or contractors who work remotely while living or travelling internationally. Unlike standard UK group policies, this type of cover often includes:
- Multi-country coverage
- Emergency medical treatment abroad
- Access to international virtual care services
It’s a valuable addition for businesses with globally mobile staff.
How can health insurance help improve retention in remote or hybrid teams?
Offering thoughtful, flexible health insurance shows employees that their wellbeing is valued, regardless of where they work. It builds trust and increases satisfaction, especially when benefits:
- Fit diverse working styles
- Provide fast access to care
- Support both physical and mental health
This can be a key differentiator in competitive hiring markets, particularly for remote-first employers.
How can employers make health insurance benefits more relevant to work-from-home employees?
Employers can improve relevance by including:
- Virtual GP and counselling access
- Support for musculoskeletal issues (common for home workers with suboptimal desk setups)
- Digital wellness tools (e.g. mindfulness apps, nutrition advice)
These benefits address the unique challenges of home working such as isolation, stress, or reduced physical activity.
Is international cover necessary for hybrid workers who occasionally travel for business?
If employees travel abroad even occasionally for conferences, team meetings, or temporary relocation, then short-term international health coverage or emergency medical support is highly recommended. Many UK providers offer this as an optional add-on or within tiered policy levels.
Sources:
https://pmc.ncbi.nlm.nih.gov/articles/PMC7614213/
https://www.confused.com/meet-our-experts/content/digital-nomads-impact-on-insurance
https://www.axaglobalhealthcare.com/en/
https://www.globalcitizensolutions.com/travel-insurance-for-nomads/
https://side.hussle.com/hussle-partners-with-iwg-to-revolutionise-hybrid-working-benefits/
