Attract and retain
A meaningful health benefit can strengthen a total reward package in competitive hiring markets.
For founders, directors and people teams
A health benefit people can feel— before they need it most.
Company health insurance can support access, demonstrate that people matter and strengthen a wider wellbeing strategy. We advise on the scheme—not just the launch price.
✓ For director-only, SME and larger group conversations
The benefit that behaves like a promise
Tell your best people their health matters before a crisis tests the words.
A strong team is difficult to replace and impossible to reduce to a spreadsheet. Thoughtfully designed health cover can give employees another eligible route to care while making your employment proposition feel human—not performative.
Build my cover brief →Healthy teams are not a line item. They are the operating system.
Employees often value help that shortens uncertainty and fits care around work and family. Business PMI can provide access to eligible private services, but the plan must suit headcount, demographics, budget, underwriting and long-term renewal expectations.
Why act before you need treatment
Why employers put PMI on the benefits table
Support access
Eligible virtual GP, diagnostics, mental health and treatment pathways can help people seek support earlier.
Design for the workforce
Core cover, voluntary upgrades, family options and benefit tiers can be shaped around people and budget.
Review, not set-and-forget
Claims experience, utilisation, renewal terms and employee communication all deserve an annual conversation.
The tax opportunity needs the full sentence
Company cost
A limited company may be able to treat employee health insurance as an allowable staff cost, subject to the normal wholly-and-exclusively rules and professional advice.
- Confirm with your accountant
- Document eligibility
- Budget for renewal
- Consider Insurance Premium Tax
Employee benefit
Employer-paid medical insurance is usually a taxable benefit for the employee and normally needs reporting or payrolling.
- Benefit-in-kind value
- P11D or payrolling
- Employee communication
- Family member treatment
Employer NIC
Taxable benefits can create Class 1A National Insurance for the employer, while limited exemptions apply to specific health benefits.
- Class 1A NIC
- Specific exemptions
- Salary sacrifice rules
- Accountant/payroll review
Important: Tax treatment depends on business structure and circumstances. This site provides insurance information, not tax advice. Obtain advice from an accountant or tax adviser before relying on any deduction or exemption.
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Your journey, in your hands
An adviser at your fingertips. Never in your way.
Start on the website, then continue securely in the Finance Magic Client App. Message a regulated adviser when you want help, pause when you want thinking space, and keep the application moving without an outbound pressure call.
- Complete the digital fact-find at your pace
- Chat with an adviser when you choose
- Review recommendations and product documents online
- Upload documents securely and follow application status
- Manage cases and products from your phone
Advice, not pressure. Human support remains available when you request it or where complexity, vulnerability or regulatory obligations make it appropriate. Adviser response times and availability are subject to published service hours.
Clear before you commit
Questions worth asking
Is company private medical insurance tax deductible?
A company may be able to deduct premiums as an employee cost when normal corporation-tax rules are met. That does not make the benefit tax-free: employees usually pay tax on employer-funded PMI and employers may owe Class 1A National Insurance. Ask your accountant about your circumstances.
Can a director-only company arrange business cover?
Some insurers offer business plans starting with very small groups, while eligibility varies. We check the available route and compare it with personal cover.
Will PMI reduce sickness absence?
It may support faster access to eligible care, but no adviser should guarantee absence or productivity outcomes. Scheme design, communication and the health issue all matter.
Can employees add partners or children?
Often yes, depending on insurer and scheme design. Funding can be employer-paid, employee-paid or mixed, with tax implications to check.
