Chronic condition claims rise 142 per cent as workplace healthcare demand shifts 

Chronic condition workplace healthcare benefits usage rose by 142 per cent in 2025, according to full-year data released by Healix Health, signalling growing demand for long-term health support across UK workplaces. 

The analysis, which compares benefits usage between 1 January and 31 December 2025 with the same period in 2024, shows that while traditional hospital-based care still accounts for the majority of claims, the strongest growth is now linked to chronic conditions, neurodiversity and specialist digital pathways. 

Inpatient, day case and outpatient treatment made up 69 per cent of total benefits usage in 2025, unchanged from the previous year. This suggests that core hospital care remains central to employer-funded healthcare provision, even as workplace health and wellbeing strategies broaden. 

However, the sharpest rise was seen in chronic condition support, with usage up 142 per cent year on year. These benefits cover long-term conditions including diabetes, asthma and heart disease. Women accounted for 61 per cent of usage, with 20 per cent of claims coming from employees aged 30–39. 

The increase comes amid wider national debate about economic inactivity and long-term health. The government’s Get Britain Working review, led by Sir Charlie Mayfield, has highlighted the role employers can play in supporting people to manage chronic conditions and remain in work. The Healix data suggests more employees are turning to workplace healthcare benefits to access that support. 

Neurodiversity-related benefits also saw strong growth, rising 69 per cent compared with 2024. Nearly half, 49 per cent, of usage came from individuals aged 21 and under, with a relatively even gender split. The figures point to continued demand for diagnostic assessments and ongoing workplace support, reflecting the increasing recognition of neurodiversity within UK employment settings. 

Digital healthcare pathways grew by 55 per cent in 2025. Women accounted for 62 per cent of claims, primarily among those aged between 30 and 49. Self-referral cancer pathway usage increased by 64 per cent, with 87 per cent of claims from women, most commonly aged between 40 and 49. 

Gender-specific health benefits rose by 16 per cent year on year, with 87 per cent of usage coming from women, largely in the 30 to49-year-old age group. The data indicates sustained demand for targeted women’s health support within employer-sponsored healthcare provision, an area that has become more prominent in UK workplace health and wellbeing strategies. 

Mental health benefits usage fell slightly, from 4.3 per cent of total benefits usage in 2024 to 3.9 per cent in 2025. Healix suggests this shift reflects changes in how employees access support, rather than a reduction in need. Many employers are increasingly investing in earlier and lighter-touch interventions, including Employee Assistance Programmes and digital self-referral services, which may sit outside core healthcare claims data. 

Physiotherapy remained widely used, accounting for 7.1 per cent of total benefits usage, up from 6.9 per cent in 2024. Usage was evenly split between men and women, with nearly three-quarters of users aged between 30 and 59. Dental benefits accounted for around 4 per cent of total usage and remained the largest component of Healix Health’s cash plan offering. 

Keira Wallis, Head of Clinical Operations at Healix Health, said: 

“This data suggests workplace healthcare is increasingly being used to support long-term health, not just episodic care. While hospital treatment still accounts for most benefits usage, the strongest growth is now in chronic conditions, neurodiversity and targeted pathways where access can be more challenging. 

“Across our client base, employers are increasingly focused on building integrated wellbeing ecosystems, where private healthcare complements rather than duplicates existing benefits. This reflects a more preventative and joined-up approach to health. Rather than acting solely as a safety net when something goes wrong, workplace healthcare is becoming part of a broader wellbeing strategy – helping people access the right level of support at the right time.” 

The data is drawn from Healix Healthcare Trust clients, covering more than 400 healthcare benefits. 

For UK employers, the findings underline a clear trend in workplace health and wellbeing: demand is shifting beyond acute hospital treatment towards longer-term condition management and more personalised, pathway-based support. As economic pressures and workforce participation remain under scrutiny, the way employer-funded healthcare is designed and accessed may play an increasingly visible role in keeping people well and in work.