The Aon report offers a valuable lens for HR leaders seeking to elevate employee well-being strategies in fast-evolving markets. With insights drawn from 12 insurers and over 600 data points, the findings reveal both the scope of current offerings and the structural gaps that HR teams must address to improve workforce health outcomes.
The projected 7.4% annual growth in China's health insurance market reflects rising demand for preventive care, chronic disease management, and wellness programmes. For HR, this signals a shift from reactive benefits administration to proactive wellbeing planning. The emphasis on government-backed initiatives like Healthy China 2030 reinforces the need for HR to align internal programmes with national health priorities.
Telemedicine stands out as the most widely adopted and cost-effective service, with measurable savings and broad accessibility. However, the limited use of subscription models suggests HR teams have an opportunity to negotiate more scalable, predictable solutions for their workforce.
Employee Assistance Programmes (EAPs), while available through most insurers, suffer from low utilisation. This points to a need for stronger internal communication, better integration with other health services, and more consistent HR engagement to drive uptake.
Mental health services remain underdeveloped, with only one-third of insurers offering support and even fewer tailoring programmes to cultural contexts. For HR, this highlights a critical gap in emotional well-being coverage and the importance of designing localised, relevant interventions.
Health screenings and case management programs show potential but lack follow-through. HR teams should focus on closing the loop, ensuring that screenings lead to actionable insights, and that employees receive coordinated care for complex conditions.
Ultimately, the report underscores the strategic role HR must play in shaping wellbeing ecosystems. By leveraging data, customising benefits, and fostering insurer partnerships, HR can move beyond transactional service delivery to build resilient, healthy, and engaged workforces.
As Susan Fanning, head of Wellbeing Solutions for APAC at Aon, notes, "Insurers are expanding their offerings and rethinking how they deliver care, moving beyond traditional coverage to focus on prevention, personalisation and measurable outcomes." This shift underscores the growing expectation for organisations to align their internal wellbeing strategies with broader market movements.
Nina Yu, head of Health Solutions for China at Aon, adds, "China's health insurance market is one of the most dynamic in Asia. Our findings reveal the enormous potential of customised benefits programmes in increasing utilisation and reducing health inflation costs." Her remarks point to a clear opportunity for HR leaders to co-design benefits that are not only cost-effective but culturally relevant and employee-centric.