June 09, 2025
Introduction
The range of clinical and well-being solutions offered by employers has rapidly evolved to manage cost, improve quality, close gaps in care and pursue physical and mental health improvement globally. On- and near-site clinics, if leveraged in innovative ways, can support a range of strategic benefit opportunities. For those who choose to make their clinics a central hub for employee health and well-being, their existing investment in clinics can supercharge the overall benefit strategy.
In 2025, 48% of surveyed employers offer on-site health/well-being clinics and the approach to leveraging on-site clinics as an asset within their growing suite of benefit solutions continues to evolve.1 Initially operating within a silo of occupational health and acute care, on-site clinics have since become a more flexible tool capable of supporting many health and well-being strategies. Clinics have evolved to serve as a home for on-site well-being initiatives, as a vehicle for COVID-19 testing and vaccinations in times of need, and now, as a potential locus for innovation in integrated patient care. While the percentage of employers offering on-site clinics is slightly lower now compared to before the COVID-19 pandemic, Figure 1 shows that clinic services are expanding to include well-being programs, chronic care management and mental health services (Figure 1).1


Source: From “2025 Employer Health Care Strategy Survey” by Business Group on Health, 2024, (https://www.businessgrouphealth.org/en/Resources/2025-Employer-Health-Care-Strategy-Survey-Intro) and “2019 Large Employers’ Health Care Strategy and Plan Design Survey” by Business Group on Health, 2018.
Near-site clinics offer many of the same strategic benefits as on-site clinics, but are instead embedded within the local community, may be shared among more than one employer group and offer easier access for family members. In some countries, employers may allow a worker’s extended family (parents, grandparents, etc.) to receive care at near-site facilities to show a commitment to culturally driven familial values – which in turn can be a powerful tool to attract sought-after talent. Near-site clinics are more feasible for organizations with fewer resources, a smaller employee base, restricted-access work facilities or geographically dispersed populations and can still offer much of the concierge and convenient services of an on-site clinic.
With cost challenges and care access issues becoming more acute around the world, many employers use their existing on-site clinics to adapt and implement their most pressing benefit priorities. Given the diversity of health systems, care delivery models, workforce demographics and cultural expectations across global markets, employers should consider tailoring clinic offerings by region to ensure that their on-site footprint meets the unique and evolving needs of employees and maximizes the value of their on-site investments.
Leveraging direct contracts with on-site clinic service providers offers more control over the cost, scope and quality of services. In an era of rising cost pressures, on-site clinics can increase productivity by reducing lost work time while allowing employers to take control of unit cost for necessary services. Working in tandem with clinic providers and leveraging direct member communications, employers can become more targeted in effectively engaging employees in their own care and close preventive and primary care gaps among targeted employee groups or in chosen locations. However, doing so requires partnerships with providers with access to integrated health and well-being data, as well as with those willing to integrate with an increased and diversified scope of clinical programs offered by employers in response to the changing needs of their workforce.
The Spectrum of Possibilities
The suite of services offered at on-site clinics varies by employer according to their specific objectives, but there are similarities across clinics. Business Group on Health 2025 Large Employer Health Care Strategy Survey data shows that more than 80% of clinics now offer vaccinations, acute care and access to well-being programs (such as biometric screenings).1 After the COVID-19 pandemic well-being programs, on-site fitness center integration and mental health care in particular have boomed as employers work to support well-being holistically.1,2 Other offerings such as primary care, dental care and pharmacy services are increasingly being considered as part of more comprehensive on-site clinic strategies.
Clinic services may be driven by gaps that exist from country to country and within a local community, prompting employers to focus on improving access and experience, rather than offering a consistent suite of services across all clinic locations. Figure 2 shows the wide range of services offered at on-site clinics.


Source: From “2025 Employer Health Care Strategy Survey” by Business Group on Health, 2024. https://www.businessgrouphealth.org/en/Resources/2025-Employer-Health-Care-Strategy-Survey-Intro
The following explores clinical and well-being services that may be offered and enhanced by on-site facilities:
- Preventive care: The ease of access to on-site services may increase uptake and compliance with preventive care such as weight management, chronic condition screening, cancer screenings and vaccinations. With cancer as a top cost driver and increasing in prevalence, directing employees to regular screenings is an important step in early detection and treatment, saving lives and reducing costs.2 Effective on-site education, and strong personalized navigation can improve uptake in screenings. Some employers may also leverage their on-site footprint to periodically offer mobile mammograms and skin cancer screenings. On-site clinics can support a comprehensive vaccination strategy by providing a convenient point of access as well as member education. However, common vaccinations are typically readily available and affordable at a number of other community locations.
- Acute care: As one of the most common offerings for on-site clinics, on-site acute or urgent care services can reduce absenteeism and keep employees healthy by offering enhanced convenience and quality as well as affordable costs, helping employees avoid costly emergency room visits. Clinics that integrate both in-person and virtual care may be particularly successful, allowing members to utilize in-person, virtual and asynchronous modalities as is appropriate and convenient.
- Benefit program and health literacy hub: Many employees struggle to understand the benefits their employer offers and need navigation support when seeking resources. On-site health center staff trained in their host organization’s health and well-being benefits ecosystem can engage in health promotion and act as an accessible “front door” for employees by offering warm transfers to ecosystem partners.
- Well-being programs: On-site clinics can flex to support well-being strategies across many dimensions, including mental health, physical health, financial health, job satisfaction and community. Possibilities are endless – some clinics have begun to offer financial counseling services at their clinics while others may offer a convenient location for biometric screenings as part of a well-being program.2 In addition to providing care and offering services to meet diverse needs, on- and near-site clinic offerings promote a culture of well-being that makes employees feel valued and supported.3
- On-site or near-site advanced primary care: Bringing comprehensive primary care on- or near-site can ease cost and access barriers for employees. In 2025, 35% of employers leverage on- and near-site clinics as part of their advanced primary care strategy (with another 11% considering this strategy for 2026/2027).1 Through strategic contracting with providers that have integrated care teams, clinics act as a medical home for members. These designated primary care providers offer low wait times, curated navigation for referrals to high-quality care, leading to strong clinical outcomes. Advanced primary care clinics may also offer virtual services, providing patients with convenient and continuous access to their care team. Value-based payment methods should be considered for such advanced primary care arrangements to enhance provider accountability.
- Mental health care: Access to care is number one among mental health priorities for employers.2 Offering on-site mental health services at low or no cost has been a key approach for employers to meet the growing demand for care.2 At clinics, mental health services such as one-on-one counseling, crisis support, medication management and manager training may be facilitated by in-house coaches/providers or in partnership with digital solutions and employee assistance programs. However, careful and culturally informed communication efforts are required to support such initiatives, as employees may worry about privacy and stigma while accessing mental health care at the worksite.
- Pharmacy: Establishing an on-site pharmacy requires additional licensing steps; however, for locations with a large enough concentration of employees, on-site pharmacies may provide an affordable and convenient prescription drug access point and facilitate proper medication adherence. Pharmacy services (typically excluding specialty pharmacy) may also be integrated with other resources offered via the on-site clinic. For example, employers may harness their on-site clinics to implement weight loss medication coverage requirements. These requirements may call for members to obtain a prescription from a designated specialist (either in-person or via a connection with a virtual practice), to consistently participate in lifestyle coaching services and to regularly report on progress, all with the goal of improving adherence, improving member outcomes and managing costs. Employers can also decide whether they will offer a full-service pharmacy or a scaled- down pharmacy offering mainly over-the-counter products.4
- Fitness center integration: To further promote physical well-being, employers can pair their on-site clinics with on-site fitness centers. Through the fitness center, clinic staff can support physical therapy, teach injury prevention, offer exercise training sessions, and generally promote healthy movement.5
- Specialty services: Depending on specific population needs, employers may opt to offer services such as physical therapy, chiropractic or infusion care at their on-site clinics. Employers may also choose to offer on-site dental and/or vision care to demonstrate a commitment to whole-person care. Regular dental exams and cleanings are an important part of overall health and can catch early warning signs for some chronic conditions. 6 Given the cost of such specialty services, employers may consider offering them on a part-time basis or choose to ease access concerns via other, less costly programs.
Integrating On-site Clinic Data and Processes into an Ecosystem of Care
On- or near-site clinics connected with the local care ecosystem may be equipped to act as care navigators by providing employees with high- quality referrals. Well-integrated clinics may also act as a home base for employees who receive care in local emergency rooms and hospitals and may require longer-term support such as physical therapy or medication management. Contracting with a comprehensive electronic medical record platform facilitates coordinated care for employees both inside and outside the walls of their home clinic.
The broader the scope of care offered at an on-site facility, the more important interconnectivity of clinic data becomes to ensure that the patient care journey is integrated and administratively smooth. In countries with nationally run health systems, data integration may be more challenging and require more manual intervention than in countries where health records are managed privately. Connecting patient data across the on-site clinic, benefit program partners and community care providers, along with proper navigation support and a comprehensive communication strategy will ensure members are treated holistically and with an eye toward their long-term health improvement.
Plan Design Strategy for On-site Services
As employers look to expand the scope of their on-site services, coverage and plan design considerations play a critical role, especially for those with U.S. employee populations covered by high-deductible health plans. While employers should consider HSA eligibility in their clinic’s benefit design, pricing non-preventive care at a low flat fee can steer high-deductible plan enrollees toward on-site care. For those on a non-high-deductible plan, many employers offer clinic care on a low- or no-copay basis.4
Some employers may limit their on-site clinics to offering well-being services, avoiding the need to create an interface with insurance plan claim processing. For employers expanding their offering to include medical services, leveraging credentialed clinic providers with claim processing capabilities will ensure that preventive services are properly coded and billed, which is especially important at a time when the pre-deductible status of on-site, preventive and virtual services is evolving due to legislative actions and legal challenges.
For clinics offering primary care, pairing an on-site clinic offering with a benefit plan that promotes primary care via low- or no- cost sharing and facilitates high-quality referrals will boost the value of the clinic strategy for both the patients and the employer.
Optimizing the Investment
The cost of opening and maintaining an on- or near-site clinic will vary based on services offered, scale and size, technologic enablement, operational management, etc. Few employers manage their clinics with in-house personnel; the majority opt to outsource complex compliance, management and staffing processes to a contracted vendor or physician groups.4 Consulting partners can assist employers with identifying the most appropriate personnel sourcing and clinic management method based on the location needs and resource availability. When evaluating vendors to deliver your strategy, consider whether you will prioritize a nationally consistent, turnkey partnership or instead forge local partnerships with trusted health systems that offer brand recognition for your employees.
Employer Recommendations
- For those implementing new clinics:
- Establish clear goals and time frames for achieving them; investigate if goals can be met by utilizing existing partners or programs.
- Consider whether clinics will be managed in-house or by a third-party vendor based upon the availability of clinic providers and nearby facilities.
- If an on-site presence is deemed beneficial, build a strong case to justify the capital investment considering density of employee populations, availability of real estate and access to care specific to the desired clinic location.
- Curate offered services according to population needs, gaps within the local health system and existing health and well-being strategies.
- Consider partnerships with other employers in the area. The unmet care needs and access issues are often location specific, affecting multiple employers.
- For those with existing clinics:
- Take stock of the currently offered services, the level of employee engagement with each and the impact they make on population health and well-being outcomes.
- Evaluate needs specific to the employee population served by existing clinics and consider expansion of services addressing the needs that are not effectively met in the community or by other benefit programs.
- When expanding services or shifting your clinic strategy, clearly and robustly communicate changes to address any long-held or outdated employee perceptions about the scope of your on-site offerings.
- General employer recommendations:
- Adjust benefit plan design to steer employees to the on-site clinic appropriately by offering affordable care and in-network providers within the clinic.
- Evaluate how each program within your benefit ecosystem may benefit from a connection to the on-site clinic strategy to foster engagement and a cohesive member experience.
- Ensure that clinic services are featured prominently in any relevant communications, engagement platforms and navigation strategies.
- Link the clinic strategy to the primary care strategy and evaluate the need for innovation in tandem as on-site clinics can be an effective tool to pursue broader prevention, primary care access and quality improvement efforts.
- Establish metrics to track success. Build data connections between the clinic and the larger care ecosystem, then utilize that data frequently to evaluate results.
The success of an on-site clinic is ultimately determined by its contributions to an employer’s established goals. The return-on-clinic investment is generally driven by reduced absenteeism, costs avoided via prevention and early intervention, improved clinical outcomes, lower costs for health services and improved employee satisfaction and mental well-being.3 Given the significant upfront costs of opening a clinic, employers will benefit from defining clear objectives for on-site providers and ongoing measurement of impact to inform any strategic changes and improvements. For employers with existing on-site clinics, now may be the time to reevaluate the impact of their current offerings to ensure that resources are utilized to their full potential, that the clinic is an integral part of the benefit ecosystem and that the full value of the clinic is being realized by employees.
Related Resources
- Taking Action on Well-Being: A Business Group Viewpoint
- Taking Action on Health Care Costs: A Business Group on Health Viewpoint
- Taking Action on Primary Care: A Business Group on Health Viewpoint
- Taking Action on Mental Health: A Business Group on Health Viewpoint
- Taking Action on Pharmacy Benefits: A Business Group on Health Viewpoint
- Value-based Primary Care
- Value-based Virtual Care
- Holding Vendors Accountable for Results and Assessing the Impact of Program Interventions
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- 1 | Business Group on Health. 2025 Employer Health Care Strategy Survey. August 20, 2024. https://www.businessgrouphealth.org/en/Resources/2025-Employer-Health-Care-Strategy-Survey-Intro. Accessed March 12, 2025.
- 2 | National Business Group on Health. 2019 Large Employers’ Health Care Strategy and Plan Design Survey.
- 3 | Heshmat L. On-Site Health Centers: Determining the Benefit to a Company’s ROI. Professional Safety. Accessed March 12, 2025. https://workhealthsolutions.com/docs/on-site-health-centers-determining-the-benefit-to-a-companys-roi/.
- 4 | Mercer, National Association of Worksite Health Centers. Worksite Health Centers 2021 Survey Report. 2021. https://www.mercer.com/assets/us/en_us/shared-assets/local/attachments/pdf-2021-worksite-health-centers-report.pdf. Accessed February 27, 2025.
- 5 | Medcor. Onsite Clinics With Better Care at Lower Costs. https://medcor.com/onsite-clinic/. Accessed March 24, 2025.
- 6 | Premise Health. Vision Care in the Workplace: Enhancing Your Health Benefits. Premise Health. December 30, 2022. https://www.premisehealth.com/resources/blog/vision-care-in-the-workplace-enhancing-your-health-benefits/. Accessed March 12, 2025.
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