Workplaces are facing a surprising new wellbeing challenge. Conditions once seen as “older people’s health problems”, such as type 2 diabetes and bowel cancer, are increasingly affecting employees in their 20s and 30s.
For HR leaders, this marks a shift that can’t be ignored: prevention, early diagnosis and access to healthcare should no longer be viewed as benefits for later life, but as essential elements of today’s people strategy.
A rising trend among under-40s
According to the National Diabetes Audit, more than 139,000 people under 40 in England and Wales are now living with type 2 diabetes, marking an increase of nearly 19% in just five years.
At the same time, data published in the British Journal of Cancer shows the incidence of bowel (colorectal) cancer among 25-49-year-olds in England rose by 59% between 2001 and 2017. Globally, the International Agency for Research on Cancer (IARC) has reported similar patterns, with early-onset colorectal cancers increasing by around 6% per year in those under 50.
These are still relatively small numbers compared with older groups, but the upward trend is clear enough to warrant employer attention.
Why younger workers are slow to seek help
Despite rising incidence, younger adults are still less likely to seek medical advice when they notice potential symptoms. Research by Cancer Research UK (2024) found that fewer than half of 18–29-year-olds (48%) who experienced possible cancer symptoms contacted their GP within six months, compared with 64% of those aged 50 and over.
Online conversations reflect the same hesitation. On Reddit, posts from young adults describing a late diagnosis of bowel cancer have attracted hundreds of comments urging others to “get checked early”. On TikTok, videos tagged #younganddiagnosed have amassed millions of views, with users sharing how symptoms were initially ignored or misattributed to stress.
These first-person stories show how awareness gaps can prevent employees from seeking help for the health issues.
For HR teams, this presents a challenge: even when support exists, employees may not feel confident or informed enough to use it.
What this means for employers
Rising early-onset conditions can have long-term consequences for workplace wellbeing, engagement and productivity. Employees managing chronic health issues often need more flexible working patterns, time off for treatment, and reassurance that their employer has their back.
That’s why preventative healthcare access should form part of every organisation’s people strategy, not just as a wellbeing add-on, but as a core pillar of workforce resilience.
The role of PHI and preventative care
Private Health Insurance (PHI) and health cash plans can both play an important role in supporting employee health. While PHI typically covers access to private treatment once a condition has been identified, many of the preventative and everyday health elements often sit within a cash plan. Together, these benefits can help employees maintain their wellbeing and access support earlier than they might realise. Benefits vary between providers, but many employees don’t realise that cash plan policies can provide access to:
• Virtual GP appointments - quick, convenient consultations that can identify potential warning signs early.
• Health assessments and screenings - including blood glucose checks, cholesterol testing, and bowel health consultations.
• Specialist referrals and diagnostics - faster access to tests when symptoms appear, reducing waiting times and anxiety.
By clearly communicating these benefits, employers can help their workforce take action before small concerns become major issues.
Practical steps for HR leaders
Normalise early health checks: Encourage employees of all ages to seek advice for any persistent changes. Awareness campaigns or wellbeing weeks can help embed this as part of organisational culture.
Promote accessible healthcare: Ensure workers know how to use digital GP, PHI services and cash plans. Many delays happen simply because employees aren’t sure what’s covered.
Train line managers: Equip managers to signpost health support appropriately and handle health-related disclosures sensitively.
Measure and adapt: Use anonymised health data (from employee surveys or benefits providers) to spot trends and tailor interventions over time.
Building a healthier future workforce
As today’s 30-somethings face health risks their parents didn’t encounter until later life, employers have a chance to lead a shift towards earlier, more proactive healthcare.
The message is simple: younger employees are not immune to serious health conditions, and wellbeing strategies must evolve to reflect that.
By investing in preventative care, screening access and open communication, HR leaders can help their people stay healthier for longer and build stronger, more resilient organisations in the process.
