根據 MetLife 第24屆《年度僱員福利趨勢調查》，亞太區每三名員工中便有一人表示，公司的福利待遇未能配合其實際需求。MixCare 於2026年6月訪問香港51間機構、共60位資深人力資源決策者的調查印證了這個落差：87% 的僱主已提供團體醫療保險，但當中45%正積極尋求其他方案；32%的受訪者期望設立彈性福利戶口（FSA），惟只有22%的機構設有此安排；72%期望獲得健康福利津貼，但同樣只有22%設有彈性福利計劃。以下節錄幾個典型落差例子：
❓多元人才的實際需要
- 員工 A – 30 歲以下，任職前台：經常處理客戶投訴，積累不少負面情緒，令他日漸焦慮。而前台是二十四小時運作的部門，需要輪班及通宵工作。浮動的生活時間，令他較難向朋輩傾訴。他年輕且身體健康，很少使用酒店提供的門診或住院醫療福利，他需要心理健康支援的福利服務。
- 員工 B – 約 50 歲，任職廚務部：為廚務部的中流砥柱，多年的勞動引致不少筋骨勞損。最近他發現中醫的針灸對治療舊患效果甚佳，可惜門診或住院醫療福利並不涵蓋中醫治療。
- 員工 C – 約 40 歲，任職房務員：經常於工作中扭傷手及肩膊，頻繁使用門診醫療福利，每年都用光限額。近來醫生建議他多做運動，可有效緩解痛症，但他沒有培養運動習慣，不知從何著手。
- 員工 D – 約 30 歲，剛組織家庭：開始為孩子思考將來，但對理財一竅不通。雖然喜愛現時的工作，但為了將來，正躊躇是否應該轉換工作，以賺取更多薪酬。他最需要的，是能延伸至家人的福利——除了基本的理財規劃支援，還有配偶及子女的家屬醫療保障，因為現時的團體醫療保險只涵蓋員工本人。
📌 健康福利平台如何滿足員工需要
- 員工自主選擇：在僱主設定的預算範圍內，由員工自由選擇自己的福利組合，亦可將額度用於配偶及子女的家屬保障，讓福利真正跟隨員工的家庭狀況。
- 豐富的服務供應：提供 3,000 多項認證服務，包括：醫療護理、牙齒護理、瑜伽課程、營養諮詢、健身會籍、健康度假、心理健康支援等。
- 員工健康活動：平台可為酒店員工度身訂做一整年的健康活動日曆，涵蓋身體、心理及財務健康主題。
💡 酒店與員工的雙贏局面
健康福利平台不單純照顧員工滿意度，提升留任率及生產力，亦為酒店長遠發展埋下健康的種子。
- 長遠減少僱主醫療開支：提倡及協助員工建立健康生活，長遠減低門診及住院醫療開支。
- 性價比高的資源投放：傳統團體計劃的預算不論員工是否使用，支出均維持不變；彈性福利模式則讓同一筆預算跟隨員工的實際選擇而運用。MixCare 於2026年6月進行的香港人力資源決策者調查正好反映這個落差：72%的機構希望提供健康福利津貼，但目前只有22%設有能夠實現此目標的彈性福利計劃（資料來源：MixCare Health 於2026年6月進行的香港人力資源決策者調查）。
- 配合 ESG 發展方向：健康福利平台時刻讓你追蹤員工使用率，掌握員工健康情況，調整計劃。助酒店輕鬆量化「S」社會責任指標，讓無形關懷具體呈現為可衡量的企業核心價值。
此文章由 MixCare Health（MixCare）提供。MixCare 是一個服務香港、澳門及新加坡的AI健康及福利平台，為僱主提供靈活且具成本效益的福利方案，確保員工真正善用福利，並具備即時支出透明度。MixCare 已通過 PDPO 及 ISO 27001 認證，並每年進行獨立安全測試。
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According to MetLife’s 24th Annual Employee Benefit Trends Study, 1 in 3 employees across APAC say their benefits package doesn’t match their needs. MixCare’s own survey of 60 senior HR decision-makers across 51 organisations in Hong Kong (June 2026) shows why: 87% of employers offer group medical insurance, yet 45% are actively seeking alternatives. Flexible spending accounts are wanted by 32% of respondents but operational at only 22% of organisations, and wellness allowances are wanted by 72% but available at just 22%. Here are a few typical examples of this disconnect in daily hotel operations:
📌 The Actual Needs of a Diverse Workforce
- Employee A – Under 30, Front Office Desk Agent: Constantly handling guest complaints leads to a heavy accumulation of negative emotions, causing increasing daily anxiety. Since the front desk operates 24/7, this role requires irregular shift patterns and overnight work. These volatile working hours make it incredibly difficult to open up to peers. Being young and physically fit, Employee A rarely utilises the outpatient or inpatient medical insurance provided by the hotel, but requires mental health support services instead.
- Employee B – Around 50, F&B Kitchen Back-of-House: As a core pillar of the culinary team, years of intense physical labour have caused severe chronic musculoskeletal wear and tear. Recently, Employee B discovered that traditional Chinese medicine (TCM) acupuncture works wonders for relieving these old injuries. Unfortunately, the hotel’s standard corporate medical insurance does not cover TCM treatments.
- Employee C – Around 40, Room Attendant (Housekeeping): Frequently strains hands and shoulders due to the strenuous physical demands of cleaning rooms. Employee C relies heavily on outpatient medical perks and completely exhausts the insurance limit every single year. Recently, a doctor advised that regular exercise could effectively alleviate this chronic pain. However, lacking a personal fitness habit, Employee C has no idea where or how to begin.
- Employee D – Around 30, Newly Married / Starting a Family: Now beginning to plan for a child’s future, yet completely lacks financial literacy. Although Employee D genuinely loves the current job, the financial pressure of building a family is sparking hesitation over whether to leave the hotel for a higher-paying job elsewhere. What Employee D needs most is a benefit that extends beyond the individual: dependent coverage for a spouse and child, alongside basic financial-planning support — the existing group medical plan covers the employee only.
📌 How Flexible Health & Wellness Platforms Solve These Pain Points
- Employee Self-Selection: Employees can freely customise their own benefit combinations within a fixed budget determined by the employer — and can direct that allowance towards dependent coverage for a spouse or children, so the benefit follows each employee’s family circumstances.
- Diverse Service Range: Offers over 3,000 certified health services, including medical care, dental care, yoga classes, nutritional counselling, gym memberships, wellness retreats, and mental health counselling.
- Tailored Corporate Wellness Initiatives: The platform can design a comprehensive, year-round corporate wellness calendar specifically for hotel staff, addressing physical, mental, and financial health topics.
💡 A Win-Win for Both Hotels and Staff
A flexible health and wellness platform does more than drive employee satisfaction, retention, and workforce productivity: it plants the seeds for long-term organisational health.
- Long-Term Reduction in Healthcare Expenditures: By proactively helping employees build healthier lifestyles, hotels can significantly lower overall outpatient and inpatient medical claims over time.
- High-ROI Budget Allocation: A fixed group-plan budget spends the same amount regardless of who actually uses it. A flexible model lets that same budget follow real employee choice instead. MixCare’s June 2026 survey of Hong Kong HR decision-makers illustrates the gap this closes: 72% of organisations want to offer wellness allowances, yet only 22% currently run a flexible benefits programme able to deliver them (MixCare Health survey of senior HR decision-makers in Hong Kong, June 2026).
- Streamlining ESG Compliance: These wellness platforms allow HR teams to track benefit utilisation and monitor overall employee health metrics directly. This helps hotel groups quantify the “S” (Social) metrics in ESG reporting, transforming intangible corporate care into measurable, audit-ready data.
This article is brought to you by MixCare Health (MixCare), an AI-Powered Health & Wellness Platform serving Hong Kong, Macau and Singapore. MixCare gives employers flexible, cost-managed benefits that their employees actually use, with real-time spend visibility built in. MixCare is certified to PDPO and ISO 27001 standards, with annual independent security testing.
Learn more at 👉 m.mixcarehealth.com
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