英文【威达信】按需健康：更智能的福利更强大的劳动力

MercerMarshBenefits

HealthonDemand

Smarter

Benefits,

Stronger

Workforce

benefitsthattrulybenefit

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.

Introduction

Theworldhasexperiencedprofoundchangeinrecentyears,andaswemovethrough2025,thepaceofchangeisonly

accelerating.Alongsidegeopoliticalconflicts,tradewars,

record-breakingtemperatures,extremeweathereventsandthespreadofmisinformation,employeesaregrapplingwiththechangingworldofwork,technologicaldisruptionsandtherapidadoptionofAI.

Inthefaceofthesechallenges,

employeesareincreasinglyworried

aboutboththeirimmediateneedsand

theirlonger-termsecurity.Ourstudy

findsthatfinancialstressors—suchastheabilitytoaffordmonthlyexpenses,retirecomfortablyorbuyahome—topthelistofworkforceworries,whilenearlyhalfofemployees(45%)areextremelyorvery

concernedaboutjobsecurity.

Giventhesepressures,itisnot

surprisingthatemployeesaregrowingincreasinglyworriedabouttheirhealthandprotection.SinceourlastHealth

onDemandreport,thepercentage

ofemployeeswhofeelphysicallyandmentallywellhasdroppedbyeightpercentagepoints,from82%in2023to74%thisyear.

Employeesarefeeling

commoditized,with

nearlytwoinfive

(39%)believingthey

aremorereplaceable

andlessvaluedthan

justfouryearsago.Ad

Source:Mercer.GlobalTalentTrends2024–2025

2

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.3

However,whiletherestoftheworldischanging,our

studyfindsthatoneconstantremains:benefitscontinuetoprovideemployeeswithasenseofsecurity,helpingthemtonavigatelife’schallengeswhileprovidinga

competitiveadvantagetoemployers.

Employersmustbedeliberateinadaptingtheirbenefitstomeettheevolvingneedsoftoday’sworkforce,all

whilebalancingtheconstraintsoftheirbusinesses.

Asthecredibilityofmanyinstitutionsdeclines,employersareuniquelypositionedtobuildonthetrustthat

employeesplaceintheirorganizations.Theycanachievethisbyprovidingaccesstohealthcare,riskprotection

andwell-beingprogramswhilealsoaddressingbroadersocietalneeds,fromreskillingtoretirementreadiness.

Figure1:Themorebenefitsanemployeereceives,themorelikelytheemployeeistoreportthrivingintheirrole.

10+benefits

0benefits1-4benefits5-9benefits

88%

79%

86%81%

76%

76%

74%

76%

71%

67%

59%

61%

58%

56%

45%46%

Myemployercares

aboutmyhealthand

well-being

Iamthrivinginmy

currentrole

Ihaveastrongsenseof

belongingtomyteam

ororganization

IamconfidentIcan

affordthehealthcare

meandmyfamilyneed

Figure2:Employershaveanopportunitytoshapeaccesstohealthcare.

Whodoyoutrusttoprovidetimelyaccesstoaffordable,qualityhealthcare?

1

2

3

Global

Employer

Government

Privateprogram

Australia

Government

Privateprogram

Employer

Brazil

Employer

Privateprogram

Government

Canada

Government

Employer

Privateprogram

CentralAmerica

Employer

Privateprogram

Government

China

Colombia

HongKong

India

Italy

Mexico

MiddleEast

Netherlands

Philippines

Singapore

Spain

UK

USA

Government

Employer

Employer

Employer

Private

program

Employer

Employer

Employer

Employer

Government

Government

Government

Employer

Employer

Private

program

Private

program

Private

program

Government

Government

Government

Private

program

Government

Employer

Private

program

Employer

Private

program

Private

program

Government

Government

Government

Employer

Private

program

Private

program

Government

Private

program

Private

program

Employer

Private

program

Government

Figuresthroughoutthisreport,unlessotherwisenoted,arefromtheHealthonDemand2025survey.

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.4

Giventhisopportunitytoenhance

trustandpromoteprosperity,growth,

protectionandconnection,employersshouldrefinetheirapproachtoinvestinginhumancapitalandactivelyengage

withemployees.Todrivelastingpositivechange,itisessentialtoestablisha

truepartnershipbetweenemployeesandemployers.

OurHealthonDemand2025studyis

designedtohelpemployersoptimize

theirinvestmentinthehealthandwell-beingoftheirworkforce.Thisreportwillguideyouthroughthechallengesandneedsexpressedbyemployees,offeringinsightstohelpyouevolveyourstrategyandaddresssixnewrecommendationsforbenefits.

Figure3:Creatingpositivechangeisajointeffort.

Employer

Employee

Fosteringa

healthyculture

Advancingpersonalwell-being

(physical,mental,financial,socialandcareer)

Creatingmeaningfulbenefitprograms

Supportinggrowthanddevelopment

Valuingworkers

andprovidingjobswithpurpose

Deliveringfairpayandworkingconditions

Voicingconcernsandneeds

Prosperity

Growth

Protection

Connection

Engagingwithavailablesupports

Buildingrelationshipsandskills

Contributingtoasafeworkplaceforall

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.5

Figure4:

Sixrecommendationsforbenefits

Healthiswealth

Healthissecurity

Healthispersonal

Makingcareaffordable

Confrontfinancialbarriers

tohelpemployeesaccess

healthcarewithgreater

confidence.

Prioritizinglongevity

Actonlongevitynow,forallgenerations.

Tailoringforuniqueneeds

Optimizebenefitstoreflect

sharedbasicneedsand

diverserealities.

Safeguardingminds

Strengthenmentalhealth

programstoaddressclear

concernsovercognitive

declineandloneliness.

Adaptingtoa

changingclimate

Asweatherimpactsfamilies

globally,reassessbenefits

tosupportemployeesand

protectoperations.

Exploringnew

waystoaccesscare

Promotequalityhealth

innovationstoovercome

accesschallenges.

HealthonDemand2025.

SmarterBenefits,StrongerWorkforce.

Abouttheresearch

Globalsurveyof

18,384employeesontheirhealth

andwell-being

priorities,concernsandvalues.

What

Capturesemployeeviewsontheirhealthandwell-beingpriorities,concernsandvalues.

When

DatacollectedbetweenOctoberandNovember2024.

Who

18,384adultemployees,18yearsoldandabove.

Where

In17marketsacross8regions.

6

Figure5:Mapofrespondents.

1,020

Canada

UK1,032

US2,020

1,013

1,019

1,030

China

Netherlands

1,021

Italy

1,028

Spain

1,024

HongKongIndia

MiddleEast1,029

Philippines1,028

Singapore

1,031

UAE,KSA

CentralAmerica1,025

Brazil1,023

DominicanRepublic,CostaRica,Panama

Colombia

1,007

Mexico

1,004

Australia1,030

Globalweighting

Allmarketsweresampledusingdemographicdataonage,genderandlocationsothatresultswouldrepresentthelocalworkforce.Approximately1,000workingadultsweresurveyedinallmarketsexcepttheUS,whichhadmorethan2,000respondents.Inthe

globalresults,allmarketsareweightedto1,000sothateachmarkethasequalrepresentation.Thepercentagesandsamplesizesareproducedusingtheweighteddata.Marketresultsrepresenttruesample.

Surveyinstrument

Thissurveyquestionnairewastranslatedintothelocallanguageineachmarket.Thequestionswerethesameacrossmarkets,

exceptforquestionsaboutgenderidentity,sexualorientation,andraceandethnicity,whichwereincludedonlywhereappropriatebasedonlocallegislation.

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.7

Healthiswealth

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.8

Chapter1

Makingcare

affordable

Affordinghealthcarecontinuestobea

significantchallengeformanyaround

theworld,regardlessofeconomic

development,healthsystemstructure

ordemographics.Thisisespeciallythe

caseforthemostvulnerablemembers

oftheworkforce,whooftendelay

seekingcareduetofinancialconstraints,aswellasaccesschallenges.Employers

needtorecognizethecriticallink

betweenfinancialsecurityandhealth

security,activelyworkingtoease

financialconcernsandreducedisparitiesinaccesstocare,whichultimatelyimpacthealthoutcomes.Thisincludesevaluatingcareaffordability,ensuringadequate

coverageforcatastrophiceventsand

developingprogramstoenhancefinancialsecurityforemployees.

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.9

Morethanoneinfiveemployees(22%)arenotconfidenttheycanaffordtomeettheirhealthcareneeds,

withwomen,part-timeworkersandthosewithhealthconditionsparticularlyhard-hit.Thosewithlower

incomesalsostruggle,withathird(33%)ofemployeeswithbelow-medianincomesexpressingconcernaboutaffordingcare.Singleparentsareespeciallyvulnerable,withalmostoneinthree(28%)globallyreportingtheyarenotconfidenttheycancoverthecostofcarefor

themselvesandtheirfamilies.

Manyofthesehigh-riskgroupsdonotreceivebenefitsfromtheiremployers;13%ofemployeesgloballyreporthavingnoaccesstomedicalcoveragethroughany

source—whetheremployer-provided,government-

sponsoredorprivateplans.Amongthosewithoutaccesstoanymedicalcoverage,43%donotfeelconfidenttheycanaffordthehealthcaretheyneed.

Figure6:Healthequitystartswithaffordability

Percentofemployeeswhoarenotconfidenttheycanaffordhealthcare...

ifhouseholdincomeis

Abovemedian

Belowmedian

ifgenderis

Male

Female

ifworkstatusis

Full-time

Self-

Part-time

employed

29%31%

ifhealthstatusis

Idon’thaveahealthconditionordisability

Ihaveahealthcondition

25%

ordisability

57%

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.10

Figure7:Employeeswithemployer-providedmedicalcoveragearemoreconfidenttheycanaffordhealthcare.

(very+somewhatconfident)

IamconfidentIcanaffordthehealthcaremeandmyfamilyneeds

Nearlyeightoutof10(79%)employeesglobally

Employeeswithout

Employeeswithaccesstoemployer-providedmedicalcoverage

havedelayedaccessinghealthcare,withthisnumberincreasingtonineoutof10(90%)amongemployees

withanexistingdisabilityorhealthcondition.There

aremanyreasonsfordelayingneededcare,thetop

Allemployees

accesstomedicalcoverage*

78%

83%

twoarefinancialconstraints(28%)andanticipatedlongwaitingtimesforappointments(27%).Itisimportanttorecognizethatthemorebarrierstherearetoaccessingtimelycare,thegreatertheriskoflatediagnosesor

untreatedconditions—issuesthat,ifleftunaddressed,becomeincreasinglydifficultandexpensivetotreatinlaterstages.

*Withoutaccessincludesthoseemployeeswhosaidtheyhadnomedicalcoveragethroughtheiremployer,governmentoranothersource.

Figure8:Overthepasttwoyears,haveyoudelayedseekinghealthcareduetofinancialreasons(e.g.,highcostofcare,lackofinsurance)?

50%

37%

33%

33%

33%32%

29%29%

Globalaverage

26%26%25%24%

23%

19%18%18%

15%

28%

GlobalPhilippinesIndiaMiddleEastBrazilMexicoAustraliaCentralUSASingaporeItalyNetherlandsHongKongCanadaChinaColombiaSpainUK

America

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.11

Costcutting:amisguidedstrategy

Globalmedicaltrend

1(theyear-over-yearcostincreaseinclaimsunderamedicalplan)isprojectedtoreach10.9%in2025,excludingtheUS.Costswillcontinuetorisein

futureyearsaswell.Trendratesvarybycountry,drivenbyfactorssuchasadvancementsintechnology,risingutilizationanddemographicshifts.Theseinfluencesarepersistentand,ifleftunmanaged,theycouldleadto

unsustainablecostincreasesformanyorganizations.

Modestpremium-andclaims-sharingtacticscan

beeffective,especiallyinmarketswhereshared

responsibilityisanewconcept.However,findingthe

rightbalanceiscrucial.Intoday’schallengingeconomiclandscape,employerscouldbetemptedtoshifta

largeportion—oreventheentirety—oftheirhealthcarecostsontoemployees.Whilethismayprovideashort-

termsolutiontoreduceexpenses,itrisksoverlooking

thedeeperissuesemployeesfaceandthelong-term

organizationalrisksofdelayingoravoidingcare.For

lower-incomeworkers,thisshiftcouldbeparticularly

damaging,heighteninganxietyaboutaccessingessentialcareforthemselvesandtheirfamilies.Itcouldalsowidenthegapbetweenthosewhocanaffordqualitycare,

includinglifesavingmedicaltreatment,andthosewho

cannot.Suchashort-sightedstrategycouldleavemanyemployeesfeelingunsupportedandstrugglingtobalancetheirhealthneedswiththeirfinancialrealities.

Intheirefforttocontrolcostsforbothemployersand

employees,it’scriticalforemployerstoproactively

eliminateinefficienciesintheirbenefitplans.This

includesaddressingtheissueofpayingforlow-qualitycare,whichcanleadtocomplicationsandpoorhealthoutcomes,aswellasprioritizingpreventivecaretoavoidunnecessarycostsinthefirstplace.

Whileitisessentialtoacknowledgethathealthcarecostswillcontinuetorise,itisequallyimportanttorecognizetheimmensevaluethatqualityhealthcarebringsto

bothemployeesandorganizations.Employersmust

educatestakeholdersonhowhealthdirectlyimpacts

employeeproductivityandservesasacriticalcomponentofbusinessriskmanagement.Byfosteringaculturethatprioritizeshealthandwell-being,organizationscannotonlymitigatecostsbutalsoenhanceoverallperformanceandresilienceinthefaceoffuturechallenges.

Thereisariskofafutureworldinwhich

aselectglobalfewhaveaccesstoand

usehumangenomeeditingtechnologytobecomestronger,healthierandhappier,

withtherestofthepopulation–whichovera10-yeartimeframeisstilllikelytobethevastmajority–unabletoaffordit.

Source:

WorldEconomicForumGlobalRisksReport2025

1Medicaltrendistheyear-over-yearcostincreaseforclaimsunderamedicalplanonaper-personbasis,assumingnochangestothebenefitsprovided.Unweightedglobalaveragesused.Thiswasgatheredfrom225insurers,withmedicaltrendratessubmittedbyinsurersvalidatedbyourlocalteamsusingtheirowninternalbookofbusinessdata,country-specificinsurersurveysandsubjectiveassessments.PleasenotetheUnitedStatesisnotpartoftheresearch.FormoreinformationontheratesintheUS,refertothisyear’sNationalSurveyofEmployer-SponsoredHealthPlans.

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.12

Startwiththebasics:essentialhealthcareandfinancialsecurity

Inmostcountriesincludedinourstudy,employers

aretrustedmorethangovernmentsorotherprivate

institutionstodeliverbenefitsthatprovideaccesstoaffordable,qualityhealthcare.Employerscanleveragethistrustbyexpandingaccesstoaffordablecareforasmanyemployeesaspossible.Withmanypublic

healthcaresystemsfacingchallengesorfailingtoofferallthehealthcareservicesneededforemployeesto

thrive,employershaveauniqueopportunitytobridgethesegaps,reducedisparitiesandenhancehealthcarebymodernizingtheirbenefitsandintroducingglobalminimumstandards.

Whataretheglobalminimumstandards?

Globalminimumstandardsdefine

thelevelofbenefitsandprograms

thatshouldbeprovidedtoall

employeesacrossanorganization,regardlessoflocation,whileadheringtolegalandregulatoryrequirements.Thesestandardsalsoensure

consistencyincoverageforemployeewell-beingworldwide.

WelearnedduringCOVID

thateverythingelsein

aneconomycomestoa

standstillacrosstheworldifyoudon’thavehealthcare.

RuchikaSinghal

President,MedtronicLABS

MarshMcLennansBreakingbarrierstohealthaccessbitbybyteattheWorldEconomicForums2024Annual

GeneralMeetinginDavos

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.13

Providinghealthandwell-beingcoveragedirectly

addressesoneoftheprimaryneedsoftoday’s

workforce.Employeesneedaccesstoquality,essentialhealthcare.Whenexaminingthemostvaluedhealth

andwell-beingbenefitsacrossallmarkets,agegroups,industriesandallotherdemographics,insurancefor

prescriptiondrugs,routinedoctor’svisitsandpreventivecancerscreeningsconsistentlyrankedasthemost

helpfulanddesirablephysicalhealthbenefits.

Figure9:Selectessentialhealthbenefitsreportedashelpfulvs.employer-provided.

Helpfultomeormyfamily

Providedbymyemployer

39%

Insurancecoverageordiscounts

foroutpatientprescriptiondrugs

25%

39%

Insurancecoverageordiscountsforroutinedoctor’svisits

27%

36%

Preventativecancerscreenings

14%

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.14

Developingasustainableandhigh-qualityhealthcare

strategyisessential,andthekeytosuccessliesin

creatingaplanwhichensuresallemployeescanaccessthecaretheyneedwithoutfinancialhardship.While

mostorganizationshavehistoricallyreliedonlocal

marketbenchmarkingtoshapetheirbenefitstrategies,thisapproachcanquicklybecomeoutdated,reinforce

historicalbiasesinbenefitsdesignandultimatelyfail

toaddressthetrueneedsofemployees.Forexample,

our

HealthTrends

researchfoundthatonlyoneinfive

(18%)insurerstypicallycovermentalhealthservices

underemployer-sponsoredplansbydefaultinAsia;

continuingtofollowthismodelwouldperpetuatethe

under-provisionofthisimportantbenefit.Itisalso

importantforemployerstoconductthoroughbenefitsadequacyreviews,incorporatingananalysisofpublic

systemsthroughabenefitsmodernizationapproach.

Thisensuresthatemployees’needsaremetintermsofboththescopeandlimitsoftheirtotalmedicalcoverage.

Understandinggapsincareandcoverageisessentialfordeterminingaffordabilityandaccessibilityofcare,andthebusinessneedisclear:

•Employeeswhoareconfidenttheycanafford

healthcarearemorelikelytobethrivingintheircurrentrole(72%vs.34%whoarenotconfident).

•Theseemployeesarealsomorelikelytofeeltheiremployercaresabouttheirhealthandwell-being(69%vs.38%).

Whileprovidingmedicalplanbenefitstoallemployeesmayseemunreachableforsomeemployers,especiallysincenotallemployeesmaycurrentlybeeligiblefor

medicalplans,therearemanywaystobringhealthcarewithinthereachofthefullworkforce.

Figure10:Bringinghealthcarewithinreachofyourfullworkforce.

Medicalplaneligible employees

Reviewemployeefeedbackandeligibleexpensestoprioritizeunmetneeds.

Completebenefitadequacy

reviews,includingdeductiblesandmaximums.

Developastrategyforcancerandcatastrophicconditions.

Makehealthcare

affordableforyour

Partnerwithinsurerto enhancequality,access,andcost(value-basedcare,virtualcare,

wholeworkforce,

fraud/waste/abuse).

notjustmedicalplan

eligibleemployees

*Marketspecific,forexampleBrazil

**Marketspecific,forexampleadiabetesprograminMexico

Allemployees

•Offerdefinedcontributionaccountsforroutineexpenses.

•Educateonhealthsystemsandcommunitysupports.

•Providefinancialeducationandemergencysavingsplans.

•Secureandpromotediscountprogramsforprescriptions*andinsurance.

•Addresshealthdeterminantslikefoodsecurity,housing,andtransport.

•Providepaidtimeoffformedicalappointments.

•Considerpredictableschedulingandguaranteedhours.

•Offeraccesstonon-insuredserviceslikeEAP,preventivecare,andtelemedicine.

•Expandonsiteservicesforbiometrics,vaccines,physicaltherapy,andconditionmanagement.

•Monitormarketforprepaidmedicalvisits,suchasconsultationsordiabetesmanagement.**

•Determinecomponentsofstrategyforcatastrophic

conditionsthatcouldbemadeavailabletoallemployees.

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.15

Financialsecurityleadstohealthsecurity

Abouthalfofallemployeesareextremelyorveryconcernedaboutfinances,

particularlyregardingcoveringmonthlyexpenses(48%),havingthefinancial

abilitytoretire(53%)andbeingabletobuyahome(49%).

Withpaybudgetsoftenlimited,employeebenefitsprovideanimportantavenueforsupportingtheworkforceinaddressingthesehigh-priorityfinancialchallenges

andstressors.Providingandeffectivelycommunicatingbenefitsthatfocuson

financialwell-beingcandelivervaluableassistancetoemployeesinaresponsibleandmeaningfulway.Financialwell-beingisintegraltobothemployees’financialsecurityandhealthsecurity.

Aroundathird(30%)ofemployees

highlyvaluecoachingandeducation

thatcanhelpthembettermanage

theirfinancesandasimilarpercentage(36%)sayemergencysavingsorloan

programswouldbehelpful.However,thereisagapbetweenwhatemployeesvalueandwhattheyreporttheir

employerscurrentlyoffer:

Employersmust

HelpfultomeormyfamilyOfferedbymyemployer

benefitsprograms—whilebalancingeconomic

considerations—cansignificantlyenhancebusinessoutcomes.

Healthcareisa

fundamentalhumanneed

andensuringemployeeshaveaccesstoaffordablecareshouldbeatop

priority.Thisremainsa

crucialareathatrequiresongoingattentionand

continuousimprovement.

recognizethatinvestinginhealthandsupportingemployeesthrough

Emergencysavings/loanprograms

36%

21%

Financialcoachingandeducation

30%

19%

Personalized

investmentadvice

29%

18%

Helpfindinginsurance

29%

20%

HealthonDemand2025.SmarterBenefits,StrongerWorkforce.16

Creatingpositivechange

isajointeffort

Employerscan...

Employeescan...

1

Assessandimprovecareaffordabilityforbothinsuredanduninsuredemployees.Gobeyondbenchmarkingtoconsiderthelivedexperienceandneedsof

employeesbystartingabenefitsmodernization

journey,includingminimumstandards—especiallyforessentialhealthcareservices,suchasprescriptionmedicationsandpreventivecare.

1

Becomemorehealthliterateandtakestepstoactivelymanagetheirhealth—includingengaginginpreventivewell-beingprogramsofferedbyemployers,thelocal

2

Evaluateopportunitiestoensureemployeeshave

sufficientcoverageintheeventofacatastrophicillnessorinjury(e.g.,amajoraccidentorcancerdiagnosis)

andenhancethesesupportsovertime.

3

Recognizethatthefactorsdrivingcosts,likeaging,healthworkershortagesandnewtreatments,

willcontinue.Planforfuturecostincreaseswhile

prioritizingcost-containmentstrategiesthatdonot

compromisequalityofcare(e.g.,alternativefinancing,healthriskmanagement,vendornegotiationsand

high-valuecare).

communityandgovernmenttosupporttheirgeneralhealth,well-beingandlongevity.

2

Explorewhatbenefitsareavailabletothemandtheir

familiestosupporttheirhealth,andlearnhowtoaccessbothphysicalanddigitalresourceswhenneeded.

3

Takeadvantageofanypreventiveservices,such

ascancerscreeningsandhealtheducationtools,

offeredbytheiremployerorthroughpublicorothercommunitysystems.Leverageprogramsthatcanhelpthemnavigatesecuringtherightcareattherighttimeattherightprice,suchassecond-opinionservices.

4

Becomeinformedregardingthecostofhealthcare,monitoringhealthproviderbillingsandspeakingupwhentheysuspectfraud,wasteorabuse.

4

5

Acknowledgethefinancialstrainofcaregivingand

exploredefinedcontributionordiscountprogramstoeasetheburden,particularlywheredependentsarenotcoveredundertheemployer’smedicalplan.

Lo