Reviewed by The Wellness Team.
The executives a company can least afford to lose are usually the ones who never get around to a health check. A well-run executive health programme fixes that, and it is one of the few benefits that senior people genuinely use.
This page is for employers, founders and HR teams. It covers what our doctor-led programmes include, what they cost, and how UK companies commonly fund them within HMRC rules. Tax treatment depends on individual circumstances and the rules change, so read this as general information and confirm the details with your accountant or tax adviser.
What a programme includes
Every programme is built and reviewed by doctors, not sold from a brochure. The components combine to give a full picture of an executive's health, and our executive health programme guide walks through the clinical detail.
Doctor-led assessment. An unhurried consultation and examination with a senior GP, covering history, lifestyle, risk factors and the concerns executives rarely raise elsewhere.
Advanced bloods. Extensive biomarker panels covering cardiovascular risk, metabolic health, liver and kidney function, hormones and inflammation, read by a doctor who explains what each result means for the person in front of them.
Cardiac and imaging options. Resting ECG, cardiovascular risk scoring and, where indicated, imaging such as coronary calcium scoring or whole-body MRI through our imaging partners.
Cancer screening and prevention. Age and risk appropriate screening markers, plus honest guidance on what screening can and cannot find.
Electives. Each programme can be tailored with elective components chosen around the individual, from additional imaging and genomic testing to focused hormone or longevity work. Electives are where a programme moves from a good screen to a genuinely personal one, and they are priced and agreed before anything is added.
Programmes start at £6,995 for Foundation, with Advanced at £14,995 and Echelon at £34,995 for executives who want quarterly physician access and the deepest panel of investigations.
How UK companies commonly fund executive screening
Employers have several legitimate routes, and HMRC's own guidance is the source to check. The key points as the rules stand.
The annual screening exemption. Under section 320B of the Income Tax (Earnings and Pensions) Act 2003, one health-screening assessment and one medical check-up per employee per tax year are exempt from benefit-in-kind tax, as set out in HMRC's Employment Income Manual at EIM21765. In practice this means a company can fund an annual executive health check without it becoming a taxable perk for the employee. Family members are not covered unless they are also employees.
Corporation tax. Where a company pays for an employee's health screening, the cost is generally treated as a staff welfare expense and is usually allowable against profits, in the same way as other staff costs. Your accountant confirms the treatment for your structure.
Reimbursement and expenses routes. Some companies reimburse the employee rather than paying the clinic directly. The same annual exemption can apply, but the paperwork matters, so agree the route with your adviser before the programme starts.
Salary sacrifice. If screening is provided through a salary sacrifice arrangement, different reporting rules apply and it must be reported to HMRC. The annual exemption and salary sacrifice do not stack, so pick the structure deliberately.
Medical treatment is different. The screening exemption covers assessment and check-ups. Treatment arising from findings follows separate rules, including a capped exemption for recommended treatment that helps an employee return to work. Again, HMRC's guidance and your adviser are the authorities.
Why employers treat this as an investment
Replacing a senior executive costs far more than screening one. Early detection changes outcomes for the conditions that actually take leaders out of the business, and a visible, serious health benefit is one of the strongest retention signals a company can send its top team. The companies that get the most from these programmes run them annually, keep them confidential, and let the doctor own the clinical relationship.
To design a programme for your team, message WhatsApp, call 020 3951 3429 or email team@thewellnesslondon.com.
Questions people ask
This page is for employers, founders and HR teams. It covers what our doctor-led programmes include, what they cost, and how UK companies commonly fund them within HMRC rules. Tax treatment depends on individual circumstances and the rules change, so read this as general information and confirm the details with your accountant or tax adviser.
What a programme includes
Every programme is built and reviewed by doctors, not sold from a brochure. The components combine to give a full picture of an executive's health, and our executive health programme guide walks through the clinical detail.
Doctor-led assessment. An unhurried consultation and examination with a senior GP, covering history, lifestyle, risk factors and the concerns executives rarely raise elsewhere.
Advanced bloods. Extensive biomarker panels covering cardiovascular risk, metabolic health, liver and kidney function, hormones and inflammation, read by a doctor who explains what each result means for the person in front of them.
Cardiac and imaging options. Resting ECG, cardiovascular risk scoring and, where indicated, imaging such as coronary calcium scoring or whole-body MRI through our imaging partners.
Cancer screening and prevention. Age and risk appropriate screening markers, plus honest guidance on what screening can and cannot find.
Electives. Each programme can be tailored with elective components chosen around the individual, from additional imaging and genomic testing to focused hormone or longevity work. Electives are where a programme moves from a good screen to a genuinely personal one, and they are priced and agreed before anything is added.
Echelon at £34,995 is the full concierge tier, with quarterly physician sessions and the broadest panel of investigations. Advanced at £14,995 adds deeper imaging and testing, and Foundation at £6,995 covers the core doctor-led assessment. Most companies choose the tier that matches the seniority of the people they are protecting, then tailor it with electives.
How UK companies commonly fund executive screening
Employers have several legitimate routes, and HMRC's own guidance is the source to check. The key points as the rules stand.
The annual screening exemption. Under section 320B of the Income Tax (Earnings and Pensions) Act 2003, one health-screening assessment and one medical check-up per employee per tax year are exempt from benefit-in-kind tax, as set out in HMRC's Employment Income Manual at EIM21765. In practice this means a company can fund an annual executive health check without it becoming a taxable perk for the employee. Family members are not covered unless they are also employees.
Corporation tax. Where a company pays for an employee's health screening, the cost is generally treated as a staff welfare expense and is usually allowable against profits, in the same way as other staff costs. Your accountant confirms the treatment for your structure.
Reimbursement and expenses routes. Some companies reimburse the employee rather than paying the clinic directly. The same annual exemption can apply, but the paperwork matters, so agree the route with your adviser before the programme starts.
Salary sacrifice. If screening is provided through a salary sacrifice arrangement, different reporting rules apply and it must be reported to HMRC. The annual exemption and salary sacrifice do not stack, so pick the structure deliberately.
Medical treatment is different. The screening exemption covers assessment and check-ups. Treatment arising from findings follows separate rules, including a capped exemption for recommended treatment that helps an employee return to work. Again, HMRC's guidance and your adviser are the authorities.
Why employers treat this as an investment
Replacing a senior executive costs far more than screening one. Early detection changes outcomes for the conditions that actually take leaders out of the business, and a visible, serious health benefit is one of the strongest retention signals a company can send its top team. The companies that get the most from these programmes run them annually, keep them confidential, and let the doctor own the clinical relationship.
To design a programme for your team, message WhatsApp, call 020 3951 3429 or email team@thewellnesslondon.com.
Questions people ask
Is a company-funded health check a taxable benefit for the employee?
Usually not, within the annual limit. HMRC rules exempt one health-screening assessment and one medical check-up per employee per tax year from benefit-in-kind tax, under section 320B ITEPA 2003. Above that limit, or where the arrangement goes beyond screening into treatment, tax can apply, so check your specific setup with an adviser.
Can a company claim executive health screening as a business expense?
Employer spending on staff health screening is generally treated as an allowable staff welfare cost for corporation tax purposes, like other employee benefits. The exact treatment depends on your company structure and the arrangement, so confirm it with your accountant before the programme begins.
What is the difference between the programme tiers?
Echelon at £34,995 is the full concierge tier with quarterly physician sessions and the broadest panel of investigations. Advanced at £14,995 adds deeper imaging and testing. Foundation at £6,995 covers the core doctor-led assessment. Electives tailor any tier to the individual, agreed and priced in advance.
How many employees can we put through a programme?
From a single founder to a full leadership team. Many companies start with one or two key executives and extend once they see the value. Tell us the size and shape of your team and we will propose the right structure.