Health insurance is more than a healthcare benefit
Health insurance is often discussed as part of a healthcare or wellbeing package, but its impact is wider than that.
When employees are worried about money, healthcare costs can become another source of pressure. Even when public healthcare is available, uncertainty around waiting times, treatment access and out-of-pocket costs can affect confidence and peace of mind.
An often repeated mantra from all healthcare professionals is “Early diagnosis, early treatment” as being key to best health outcomes. Health insurance can help reduce that uncertainty. Depending on the plan, it may support speedy access to diagnosis, & treatments, digital health services, outpatient benefits or everyday medical supports.
This means it can sit naturally within financial wellbeing. It helps employees feel more secure not only about their health but also about the financial impact of needing care.
Why it matters for employers
A strong benefits package should help employees understand the support available to them and why it matters.
For employers, health insurance can be a valuable part of that package because it is tangible. Employees can see the practical benefit for themselves and, in many cases, for their families.
At a time when people are thinking more carefully about household costs, employer-supported health insurance can also help an organisation stand out. It is not only about offering cover. It is about showing that the organisation understands the real financial pressures employees may be facing.
This matters for recruitment and retention. Employees increasingly look at the full value of a role, not salary alone. A well-structured benefits package can help people see the wider support being provided.
Affordability is changing how employees view cover
The cost of private health insurance is a growing concern. NFP Ireland’s personal finances research found that only 36% of people feel confident they will be able to afford private health insurance in the next two to five years. Within that group, 16% said they are confident only because they receive cover through their employer3.
This is an important finding for organisations.
It suggests that employer-supported health insurance is not simply viewed as an added benefit. For some employees, it may be the reason they can access or maintain private cover at all.
The Health Insurance Authority has also reported rising premiums, with average premiums increasing by 10.6% across plans in 20254.
As affordability pressures continue, employees are likely to place greater value on benefits that help protect them from financial shocks. Health insurance can be part of that protection.
Communication is where value can be won or lost
Providing health insurance is only part of the story. Employees also need to understand what is available, how to use it and where it fits into their wider financial wellbeing.
Health insurance can be complex. Plans may include different hospital lists, outpatient limits, excesses, digital health supports, waiting periods and exclusions. The Health Insurance Authority’s 2025 Consumer Survey found that 47% of adults acknowledge it can be difficult to understand how health insurance works and the terminology used5.
If employees do not understand the benefit, they may underestimate its value.
Clear communication can make a significant difference. Employers should explain health insurance in plain English, focusing on the practical support it provides rather than listing policy features alone.
This could include simple onboarding information, inhouse of online benefit presentations, renewal updates, benefit summaries and reminders about services employees may not be using.
Building a stronger financial wellbeing structure
Health insurance should not sit in isolation. It works best when it is connected to a broader employee benefits and financial wellbeing strategy.
That wider structure may include pensions, income protection, life assurance, employee assistance programmes, financial education and wellbeing supports. Together, these benefits can help employees plan for the future, manage day-to-day pressures and feel more protected against unexpected events.
Health insurance plays a particular role because it connects physical wellbeing and financial resilience. When employees know they have support if they become ill, need treatment or need advice, it can reduce anxiety and improve confidence.
For employers, this makes health insurance a practical part of the total reward conversation.
What employers should review
To get more value from health insurance as part of financial wellbeing, employers should consider:
- whether the current plan still reflects employee wants and needs. Both independent benchmarking and current and past claims analysis can go a long way to refining this.
- how well employees understand the cover available to them
- whether the benefit is explained as part of the total reward
- how health insurance supports wider wellbeing goals
- whether eligibility rules are clear and consistent
- what employees are asking about at renewal or onboarding
- whether communications are simple, timely and practical
These questions can help organisations understand whether health insurance is doing what it should: supporting employees, strengthening the benefits package and contributing to financial wellbeing.
How NFP can help
NFP works with organisations to review, design and communicate employee benefits programmes, including health insurance.
Our employee benefits team can help you assess your current arrangements, review market options, improve employee communication and align health insurance with wider financial wellbeing and total reward goals.
If your organisation is reviewing health insurance or looking at how to make benefits work harder, speak to NFP about your employee benefits strategy.