Insurers, especially health insurers, can play an important role in organisations’ employee benefits programmes. These help the organisations in building lasting connections between employers and their workforce. In addition, insurers can enable organisations to offer employees the vital benefits of choice, personalisation and comprehensive coverage and access to expert advice.
Speaking with Asia Insurance Review, Lockton India MD and Head of People Solutions Mr. Sudip Indani said, “Due to local socio-economic situations, different skill sets, variety of formats of government support on health and wellbeing, and the overall employment market, a one-size-fits-all model does not work when it comes to employee benefits.
“Today, employees look beyond plain vanilla health insurance offerings. Organisations also need to ensure that employees understand the true value of the benefits they are receiving. Also, there should be a scope for personalisation, which greatly enhances engagement and satisfaction. It is equally important to demonstrate the value of focusing on preventive health and holistic wellbeing programmes which can encompass mental health support. Such initiatives can help Indian employers tailor to the local needs of the employees and ensure that the employee benefits are both relevant and impactful.”
Health insurance plus
Mr Indani said beyond traditional health insurance, organisations are expanding benefits to cover mental health, financial wellness, and holistic well-being. By bringing together personalisation, technology, and inclusivity, organisations can move beyond traditional benefit models to create dynamic programmes that evolve with workforce needs. This not only drives engagement, retention and productivity but also builds a resilient, future-ready workplace culture.
He said, “Health insurance has traditionally served as the final safety net, offering financial protection only after a medical event has occurred. However, forward-looking organisations are recognising that employee well-being requires a broader approach. Beyond medical coverage, it must also address preventive measures that protect employees and their families from physical, financial, and mental stress. This philosophy mirrors the principles of risk management – avoid the risk, manage the risk, and finally, transfer the risk.
“Our 2025 Global Wellbeing Strategy Survey, conducted with large groups of multinational organisations, also revealed that mental and emotional health has emerged as the foremost wellbeing priority for employers worldwide. Organisations are embedding these aspects as well into comprehensive wellbeing strategies, integrating it with other health and social support systems to build workforce resilience.”
The focus is shifting from reactive healthcare to proactive, holistic wellbeing. Employers are increasingly investing in preventive healthcare, counselling, lifestyle management programmes, and financial wellness solutions to reduce risks before they escalate. These initiatives not only mitigate medical costs and claims volatility but also enhance employee engagement and productivity.
He said, “Data-driven insights are further enabling organisations to measure impact, optimise benefits, and align wellbeing strategies with business goals. This integration underscores that wellbeing is no longer a “nice-to-have,” but a strategic imperative directly linked to sustainable performance.
“As workplaces become more complex, embedding holistic wellbeing at the core of organisational strategy is emerging as a defining differentiator. Companies that prioritise prevention and resilience will be best positioned to sustain long-term growth and success.”
Preventive healthcare and wellness
Speaking about the role of preventive healthcare and wellness engagement in reducing long-term risk for insurers and employers, Mr Indani said, “Preventive healthcare is at the heart of a sustainable employee benefits strategy. A single hospitalisation isn’t just a treatment cost, it also affects employee focus, performance, and productivity.
“By emphasising early detection, regular health check-ups, and healthy lifestyle habits, companies help employees stay healthier for longer, reducing both the frequency and severity of claims. From an insurer’s standpoint, healthier employees mean fewer claims, lower premiums, and more predictable underwriting. For employers, the benefits are clear: higher productivity, lower absenteeism, and a stronger employer brand.”
Wellness engagement further strengthens outcomes. Participation in fitness programmes, mental health support, and lifestyle coaching fosters healthier behaviours. Personalised programmes supported by digital tools enhance participation and impact. Studies have shown that preventive care and medication adherence play a key role in reducing hospitalisations. Patients who follow their medication schedules and maintain regular preventive care can lower their hospitalisation risk by around 38%.
Together, preventive healthcare and wellness initiatives enable a proactive model of health management, delivering cost savings, reducing risk, and building resilient, engaged workforces.
Technology benefits
Elaborating on how technology (AI, analytics, digital health tools) shape the future of employee benefits delivery and claims experience, Mr Indani said, “Technology is the backbone of modern benefits and compensation programmes. AI and analytics help provide real-time insights into employee needs, enabling organisations to design wellbeing programmes tailored to diverse demographics and health conditions.
“Whether it is flexible benefits like insurance or learning and development opportunities, technology ensures employees get the right support at the right time. App-based access, paperless claims, and digital reward statements make it easier than ever for employees to see and use their benefits.”
“Digital platforms also help in simplifying communication, enrollment, and claims tracking, enhancing transparency and engagement. Integration of solutions like telemedicine, mental health apps, and health monitoring devices supports proactive, holistic wellbeing beyond traditional healthcare.”
Mr Indani said, “Automation is also reshaping claims processing, ensuring faster reimbursements, fewer errors, and improved satisfaction. At a strategic level, technology helps organisations consolidate vendors, integrate data, and continuously innovate their benefits ecosystem. By embracing technology-driven benefits delivery, organisations can align with evolving workforce expectations, strengthen employee trust, and build a resilient, future-ready workplace.
Evolving employee expectations
Speaking about the rapidly evolving employee expectations and how organisations can design benefits that are more personalised and flexible, Mr Indani said, “By embracing personalisation and flexibility, companies can better address the diverse needs of their workforce. To create more personalised and flexible benefits, organisations need to move away from a standardised approach and adopt modular benefit frameworks. This means providing employees with a range of options they can select based on their specific requirements, such as eldercare, childcare, mental and physical health support, maternity and fertility benefits, flexible work arrangements, or financial planning assistance.”
He said a data-driven strategy, leveraging surveys and analytics, can help identify the best-fit benefits for employees, enabling more targeted offerings. Currently, around 40% of employers provide some degree of choice in their benefits programmes, but fewer than 5% have achieved true micro-personalisation.
Mr Indani said, “Superior quality employee benefits are no longer a luxury but a necessity to attract and retain talent, especially in India’s competitive market, where the demand for skilled professionals exceeds supply.
“By bringing together personalisation, technology, and inclusivity, organisations can move beyond traditional benefit models to create dynamic programmes that evolve with workforce needs. This not only drives engagement, retention, and productivity, but also builds a resilient, future-ready workplace culture.”
To conclude Mr Indani said, “In 2026, the focus will be on holistic well-being with flexible work, mental health support, enhanced insurance, financial planning, childcare, and even pet care. Employers are also introducing on-site perks like gyms and healthcare clinics along with eco-friendly initiatives. Collectively, these approaches foster resilience, retention, and sustainable workforce performance.”