7 top metrics to measure success and improve health outcomes

Only considered evidence-based benefits strategies can deliver health initiatives that satisfy current budget constraints.

The era of “tick-box” wellbeing programmes is over. With budgets under strain and employees demanding more, organisations can’t afford initiatives that fail to deliver.

Success now depends on investing in evidence-based benefits strategies that measurably boost health, productivity, and loyalty. However, according to Howden’s 2025 Benefits Design Research, one-third of proposed benefit changes are rejected by the board due to insufficient data.

Its research also found that 67% of employers track benefit costs and 62% monitor employee satisfaction, there is less focus on deeper, more actionable metrics for example, only 42% examine their absence rates, 35% review claims data, and just 23% track wellbeing scores.

Without these insights, organisations are making benefit decisions with limited evidence, or the ability to prove impact or drive heath improvements.

Moving beyond surface-level reporting

What’s more, Howden found that while employers have access to multiple data sources, including absence records, employee surveys, healthcare claims, wellbeing questionnaires, the challenge is focusing on the right metrics and analysing them effectively.

For example, a rise in musculoskeletal claims on private medical insurance may seem like isolated data until linked with absence patterns and workplace assessments that may already have identified potential risks such as poor desk or chair arrangements.

However, reviewing this data together can reveal underlying issues and highlight where targeted interventions, such as ergonomic adjustments, could reduce absence and healthcare costs.

Here are seven key metrics we recommend employers track:

Absence data: This is often the most accessible starting point since many organisations already collect it. Beyond overall sickness rates, companies can also review the frequency, and duration of absences, return-to-work statistics, and also analyse absences by team, department, or location. Drill down into reasons for absence and employee demographics. This helps identify issues requiring intervention, informing conversations around productivity and financial impact.
Claims data: Healthcare claims, particularly from private medical insurance, offer insight into the conditions that are driving costs. Monitoring claims frequency, looking at the top claim categories (such as musculoskeletal or mental health), inpatient vs outpatient split, and cost by category allows employers to identify trends and measure the impact of wellbeing initiatives. Include group income protection and life assurance data as well, which provide additional context on long-term health and financial risks.
Health screening results: Clinical screening data can flag early health risks such as high BMI, blood pressure, or lifestyle factors like smoking and alcohol consumption. Combining physical health metrics with mental health screening (stress, sleep quality) offers a comprehensive picture. Participation rates also matter. Low engagement might indicate poor communication or lack of perceived value.
Employee assistance programme (EAP) usage: This data reveals patterns in employee wellbeing issues such as mental health, financial worries, or legal concerns. Tracking usage rates, demographics, and outcomes can show whether employees trust and use these confidential services, informing improvements in communication and service provision.
Occupational health data: Often intertwined with absence data, occupational health insights highlight workplace factors impacting health, such as poor workstation design or the need for return-to-work support. When analysed alongside absence patterns, occupational health data strengthens the case for practical interventions with clear financial and wellbeing benefits.
Virtual GP usage: This provides valuable insights into employee health concerns, ranging from general ailments to mental health issues, along with prescription trends and access patterns, helping employers understand healthcare needs and tailor support accordingly.
Employee surveys: Employee feedback is key for understanding how supported staff feel and which benefits they value. Regular surveys create a continuous feedback loop to track health and wellbeing over time and measure the success of new initiatives.

Measuring success

Data delivers value only when it drives action. Employers should set realistic, measurable goals from baseline data and review progress regularly. Some changes, like ergonomic adjustments, can reduce musculoskeletal claims and absences more quickly, while cultural shifts around mental health take longer to materialise.

Prioritisation on which data to assess is vital. Organisations cannot address every issue at once we recommend they focus on the metrics most relevant to their workforce and goals, avoiding data overload and ensuring resources target the highest-impact areas as this is likely to have the greatest impact on employee health and wellbeing .

The simplest first step is focusing on absence data, which is widely available and offers valuable insights into health, productivity, and wellbeing. Identifying absence triggers allows targeted interventions that yield tangible results and build confidence in data use.

By starting with easily accessible data, setting clear goals, and reviewing progress consistently, employers can start creating evidence-based strategies aligned to business needs and workforce profiles. This drives meaningful improvements in health, engagement, and performance.

At a time where every penny counts, a data-driven, phased approach enables organisations to make better decisions about their investment in health and wellbeing and ensure that funds are allocated to areas of greatest need in order to improve health outcomes, reduce costs, and build a healthier, more productive workforce.