The Rising Demand for Workplace Health MOTs:

A Strategic Move for Employers and Employees

Recent research by Bluecrest Wellness, as featured in Personnel Today, reveals that 70% of employees would appreciate access to “health MOTs” (check-ups) through their workplace—highlighting an emerging expectation for preventative health benefits in the working environment (Personnel Today).

What Do Employees Value?

From a survey of 2,009 respondents (1,437 of whom were workers), interest in workplace health services was strong:

• Cashback for optician or dental fees — 68% rated this as valuable or very valuable.
• Access to physiotherapy — 60% found it valuable.
• Mental health support — 55%
• Primary care services — 54%.

What Motivates the Demand?

Employees cited two major motivations:

• Peace of mind — 61% want reassurance about their health status.
• Early detection of health risks — 60% see MOTs as a preventive opportunity.

In particular, the health risks employees most want information on include:

• Cancer risk — 70%
• Heart health — 70%
• Stroke risk — 52%
• Blood health, kidney and liver function, blood pressure, cholesterol — notable interest.

Why Employers Should Consider Offering Health MOTs

According to Bluecrest Wellness, workplace health MOTs are a cost-effective alternative to Private Medical Insurance (PMI). They offer:

• Broad workforce-wide benefits
• Enhanced employee engagement
• Strong support for overall wellbeing
• Vital data to shape health strategies within organisations.

As CEO Dominique Kent puts it: “Health MOTs are clearly a fraction of the cost of something like PMI, making them a potentially workforce-wide benefit that’s both highly valued and highly valuable”.

These services shift the focus from reactive care to preventive health management, bridging access gaps and promoting early intervention.

Expanding the Perspective: Why Workplace Health Checks Make Sense

1. Public Health Trends Support On-Site Screenings

The UK government’s pilot programme now offers NHS Health Checks (MOTs) in workplaces, targeting over-40s to catch silent health threats like heart disease, diabetes, and kidney issues. The initiative includes measures like blood pressure and cholesterol screening, height, and weight checks, often delivered confidentially and in coordination with the NHS (The Scottish Sun.

2. Financially Justifiable—When Delivered Strategically

Evidence from workplace health promotion shows meaningful fiscal returns:

• Employers may save $3.27 in employee healthcare costs and $2.73 in absenteeism costs for every dollar invested.
• In diverse studies, workplace wellness programmes have reduced absenteeism, improved cardiovascular health markers, and increased productivity.

However, some large-scale initiatives have offered limited benefit. For instance, randomized studies in wellness programmes sometimes report minimal health improvements, especially when offerings lack engagement or theory-backed structure.

3. Strategic Wellness vs. Superficial Perks

Research indicates that superficial perks—like apps or mindfulness workshops—have limited impact unless matched with real changes in working conditions such as fair compensation, supportive leadership, and manageable workloads (Financial Times).

Volunteering initiatives, by contrast, offer proven benefits. A study associated with Oxford University found volunteering to be among the few interventions that had durable positive effects on wellbeing (The Times).

4. Workplace Culture and Psychological Safety Matter

A positive workplace culture—one that fosters respect, psychological safety, and belonging—not only reduces absenteeism but also enhances employee health (lower stress, lower blood pressure, stronger immune function) and performance (Verywell Mind).

Moreover, the psychosocial safety climate (PSC) within a workplace strongly influences mental health outcomes. Improvements in PSC can significantly reduce depression, burnout, sick leave, and presenteeism, delivering substantial economic gains.