Portuguese workers increasingly choose employers depending on the health insurance benefits a company provides. In 2026, 40 percent of employees say that this factor was an important reason for choosing their current company, compared to 27 percent in 2024, Executive Digest reports.

The data comes from the 5th edition of the WTW Health Insurance Barometer, released this Tuesday by WTW. The barometer analyses the evolution of the Portuguese market and the role of health benefits in attracting talent for companies.

Health benefits help retain workers

Health insurance is also considered significant in employee retention, and the percentage of employees who consider this benefit relevant to remaining with the company rose from 40 percent to 43 percent between 2024 and 2026.

Compensation, flexibility in work organisation, and opportunities for variable incentives are the three most important factors in choosing a new employer, with the benefits package coming in fourth place.

“The context has changed, and employee expectations have increased. The main challenge is no longer having the most comprehensive program, but ensuring that employees understand, use, and value the benefits provided. A benefit that is not known has the same impact as a benefit that does not exist,” says Alexandre Falcão, Associate Director, Health & Benefits, at WTW Portugal.

Mental health demand grows

The barometer also identifies changes in the use of specific healthcare services; per capita costs associated with psychology consultations increased by 40 percent in 2025, while psychiatric costs grew by 14 percent, representing a growing demand for mental health care.

Telemedicine continues to expand

Telemedicine also maintained its growth trajectory, as in 2025, more than 287,000 consultations were carried out, meaning 13 percent more than in the previous period.

Companies are also strengthening coverage for areas such as dental care and medication.

Employee well-being remains low

The barometer also reveals that, despite the strengthening of health programs, the overall employee well-being levels remain low; only 14 percent of the surveyed employees reported high levels of overall well-being. Being overweight or obese was among the main risk factors, affecting almost half of the employees, and high stress levels were reported by more than a third of the participants.

The study identifies a relationship between well-being and productivity, where employees who are classified as being at high risk experience significantly greater productivity losses than those with high levels of well-being.

Health as a business strategy

Given these results, WTW believes that the challenge for companies is not only to increase the number of initiatives, but to ensure that existing programs are effectively used and produce changes in employee behaviour, Executive Digest reports.

WTW points to three priorities for the coming years: measuring the value of programs beyond costs and usage, anticipating risks through prevention and early intervention, and integrating health into organisations’ talent and productivity strategies.

“Health is no longer just a benefit. It has become a strategic decision about talent, productivity, and sustainability. When well-being exists in isolation, it generates initiatives. When it is part of the organization’s strategy, it generates results,” says Pedro Nini de Oliveira, Associate Director, Health & Benefits, at WTW Portugal.

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