Key findings
- 69.5% of organisations offer private medical insurance (PMI) (n = 269). (What percentage of UK employers offer private medical insurance?)
- 2× salary is the common level of life assurance for the main population, at 50.2% (n = 239). 3× is an alternative, at 23.0%. (What group risk benefits do UK employers provide?)
Every figure on this page comes from the lumi reward benchmark, with the number of organisations answering shown beside it. The papers below give the full distributions, and the public figures link to one page per metric. The register lists 36 metrics in this area, among them private medical insurance (PMI) eligibility rules, life assurance cover (main population) and income protection offering; every one has a public definition in the metric register.
What the research says
2 papers
What group risk benefits do UK employers provide?
50.2%n = 239set life assurance at 2× salary
- 2× salary is the common level of life assurance for the main population, at 50.2% (n = 239). 3× is an alternative, at 23.0%.
- Not offering spouse/partner life cover is the common answer, at 71.0% (n = 269). 29.0% offer it (20.1% employer-paid + 8.9% voluntary).
- Not offering income protection is the common answer, at 64.3% (n = 269). 35.7% offer it in some form (18.6% long-term only + 10.0% both + 7.1% short-term only).
Also in the paper
- Where income protection is offered, the common waiting period is 4–13 weeks (46.2%, n = 91) and the common salary replacement rate is 66–75% (38.5%, n = 91).
- 22.2% actively use the rehabilitation and early-intervention services in their group income protection (n = 72). 31.9% are unaware of them.
- A fixed lump sum is the common form of critical illness cover, at 40.7% (n = 59).
- 23.8% let employees flex up group life or income protection cover at their own cost (13.8% for one cover + 10.0% for both, n = 269).
What percentage of UK employers offer private medical insurance?
69.5%n = 269offer private medical insurance
- 69.5% of organisations offer private medical insurance (PMI) (n = 269).
- Grade/level restricted eligibility is the common PMI rule among organisations answering the PMI eligibility question, chosen by 85.0% (n = 187). All employees and a service length requirement are rare, at 7.5% each.
- The common share of employees eligible for employer-funded PMI is 10–24%, reported by 71.7% (n = 187, "Not applicable" excluded).
Also in the paper
- No excess is the common PMI cost-share answer, at 49.5%; excess per claim is an alternative, at 22.6% (n = 186, "Not applicable" excluded).
- Beyond standard cover, PMI schemes include out-patient cover at 75.4% of organisations and virtual or digital GP access at 67.9% (n = 187).
- A standalone virtual GP service for all employees is the common answer, at 43.5% (n = 269).
- 86.9% provide optical cover or eye-care vouchers beyond DSE statutory requirements (n = 267).
The public figures
21 metric pagesOne page per metric, each with its figure, its base and its collection window, from lumi's public UK reward metrics. The register lists 36 metrics in this area; a figure is published where enough organisations have answered.
- Private medical insurance (PMI) eligibility rules84.9% “Grade/level restricted”n = 185
- Life assurance cover (main population)100% have life assurance cover (main population) in placen = 237
- Income protection offering35.6% have income protection offering in placen = 267
- Income protection waiting period100% have income protection waiting period in placen = 90
- Income protection salary replacement rate100% have income protection salary replacement rate in placen = 90
- PMI employee excess or cost-share49.7% “No excess”n = 185
- Critical illness cover level (lump sum)40.7% “Fixed lump sum”n = 59
- Dental cover funding basis59.3% “Employer-paid”n = 59
- Standalone virtual GP service43.1% “Yes all employees”n = 267
- Health cash plan provision71.5% “No”n = 267
- Optical cover beyond DSE requirements87.5% “Yes”n = 265
- Private cancer diagnostics and fast-track pathways77.4% “No”n = 265
- Women's health support beyond menopause leave77.3% “No”n = 264
- Men's health support provided76.6% “No”n = 265
- Gender-affirming healthcare support70.5% “No”n = 264
- Flex-up of life or income protection cover76% “No”n = 267
- Spouse/partner life cover71.2% “No”n = 267
- Use of GIP rehabilitation services46.5% “Rarely used”n = 71
- Second-medical-opinion service66.3% “No”n = 264
- Bereavement support beyond leave33% have bereavement support beyond leave in placen = 264
- PMI scheme components beyond core cover75.7% “Out-patient cover (consultations, diagnostics, scans)”n = 185
Read off lumi's public metric pages as at 2026-10-31. Members see every metric in the register, against the peer group they choose.
Guides and templates
2 items
How-to guideHow to review your private medical insurance scheme
Review your PMI scheme: tax and April 2027 payrolling, eligibility, underwriting, excess, mental health and cancer cover, renewal and other benefits.
How-to guideHow to set up group income protection
Set up group income protection: deferred period, benefit level and term, incapacity definition, pension cover, rehabilitation, tax and sick pay.
Frequently asked questions
What percentage of UK employers offer private medical insurance?
In the lumi reward benchmark, 69.5% of organisations offer private medical insurance (PMI) (n = 269).
What group risk benefits do UK employers provide?
In the lumi reward benchmark, 2× salary is the common level of life assurance for the main population, at 50.2% (n = 239). 3× is an alternative, at 23.0%.
How many UK employers offer private healthcare (PMI) as a benefit?
In the lumi reward benchmark, 69.5% of UK organisations offer private medical insurance, the private healthcare benefit (n = 269). Among those answering the eligibility question, 85.0% restrict it by grade or level (n = 187), and a standalone virtual GP service for all employees is the common answer, at 43.5% (n = 269).
What is a typical death in service benefit in the UK?
Death in service cover is group life assurance. In the lumi reward benchmark, 2× salary is the most common level, at 50.2% of UK organisations (n = 239); 3× is an alternative, at 23.0%. 29.0% also offer spouse or partner life cover (20.1% employer-paid + 8.9% voluntary, n = 269).