How to integrate screening into your health and wellbeing strategy

Health support and screening are rising up the list of benefits employees are prioritising.

The provision of health support is moving up the agenda of the modern workplace.

No longer just a ‘nice-to-have', initiatives that assist the general wellbeing of the people you work with everyday are intrinsically linked to everything from attendance to quarterly achievements.

This year, the McKinsey Health Institute reported that enhanced employee health and well-being could generate up to £11.7 trillion in global economic value (2025).

Though the fact that there is a ‘could’ suggests that there is more that may be done – a burgeoning space to grow into for technologies such as health screenings.

As a key part of the growing preventative health agenda, health screenings are clearly essential but still underutilised.

How can we better integrate them into health and wellbeing strategies?

1. Starting with the 'why'

Before investing in health screenings, businesses will look to the why, and ask, ‘what are the benefits?’

In response, a plethora of surveys and studies will show a range of reasons – from an individual to the business level.

Health screenings can enable early detection of potential health issues, such as risk factors for heart disease, allowing for timely interventions that can prevent more serious events.

This proactive approach safeguards employees' health, allowing for behaviour change and informed medical professional support.

Done correctly as part of a broader approach to wellbeing, it’s possible to foster a real culture of health and wellbeing.

Obviously, the person always takes precedence, but the business benefits too.

Research from the World Health Organization shows that implementation of workplace wellbeing benefits, such as health screening, contributes to sustained productivity, minimising employee absenteeism by 27% and reducing workplace compensation by 26% (2024).

Such tangible figures highlight health screening’s well-documented return on investment.

2. Understanding your workforce needs

Every team is comprised of individuals with unique needs and different health risks, so understanding the demographics within your workforce can help with establishing tailored wellbeing support.

One way you can garner such insights is through surveys and focus groups that can help to identify potential health concerns and establish employee expectations and connection.

Collecting data on factors such as age, gender, and existing health conditions can provide valuable insights into the specific challenges employees may face.

Engaging in open and honest dialogue with team members is another way to broach the subject and better understand specific needs.

3. Choosing the right type of health screening

Knowledge of your team makeup is integral to choosing the right type of health screening.

Because we know the different needs and responsibilities on an individual level, it's then possible to look at health screening offerings with greater consideration for what’s actually needed.

For example, providing both on-site and off-site screening options can help accommodate varying schedules and preferences.

On-site screenings, such as those provided by preventative health organisations such as Bluecrest, offer convenience and reduce barriers to participation.

Alternatively, off-site screening allows employees to choose a setting that suits them best. Flexibility in timing and location is crucial to maximising engagement.

Equally, businesses may want to consider what risk factors and diseases their health screening can identify.

If you have an older workforce, it may be that cancer, blood pressure, cholesterol, and diabetes risk assessments become of even greater importance.

4. Communicating clearly and encouraging participation

Effective communication is key to normalising health screenings, reducing stigma, and making individuals aware it’s there.

Clear, transparent messaging helps individuals understand the benefits and encourages participation, so use multi-channel communication – emails, posters, team meetings, webinars and intranet updates – to maximise reach across teams.

Leadership also plays a crucial role in driving engagement.

When managers and senior leaders openly support health screenings or even take the tests themselves, it fosters that culture of health.

Equally, providing education from the top down can help improve awareness of what screenings involve, how they are confidential, why they matter, and what they can do to prevent serious health issues.

5. Measuring impact and iterating

To ensure health screenings remain valuable and effective, it’s essential to measure their impact.

Setting clear KPIs – such as participation rates, employee absenteeism, employee satisfaction, and measurable health outcomes – provides insight into their success.

Beyond initial implementation, ongoing evaluation is crucial.

Health risks and workforce demographics evolve, so regular reviews allow for refinement.

By adapting screening programmes based on individual needs, organisations are positioned create a sustainable, responsive health and wellbeing strategy that delivers long-term benefits.

Time to screen your teams?

Health screenings are not just another employee benefit – they are a strategic investment in both individual wellbeing and organisational success.

The data is clear: proactive health initiatives reduce absenteeism, boost productivity, and foster a culture where employees feel valued and supported.

For HR leaders, this is a call to evaluate your current approach, identify gaps and take action.

With the right strategy, health screenings can become a cornerstone of your workplace wellbeing programme, ensuring long-term benefits for both employees and the business.