According to Article 21 of the Law on Occupational Safety and Health (Vietnam), employers are required to organize annual health check-ups for employees at least once a year. However, in practice, many companies still treat this as a formality to comply with regulations, rather than a meaningful health initiative.

Typically, the HR, admin, or procurement team selects a pre-packaged check-up service from a familiar hospital or clinic, mainly based on budget. The process is organized in batches, yet often lacks personalization and overlooks real employee health needs.

Statistics show that many serious diseases — including cancer — are still being detected late, even when companies offer annual health check-ups. Meanwhile, mental health issues, which are becoming increasingly common, are rarely included in these screenings.

The Right Mindset: Health Check-ups as a Real Welfare Tool

To make annual health screening more than just a legal obligation, companies should turn it into a real employee wellness initiative. Here are some recommended strategies:

1. Leverage internal health data wisely

Analyze your company’s internal medical-related data: health insurance utilization, sick leave records, union feedback, etc., to:

• Identify the most common health issues in your workforce.
• Redesign the check-up list by removing repetitive or low-value items (e.g., blood type tests for long-time employees).
• Add screenings for emerging concerns (e.g., thyroid tests for female staff).
• Ensure personal health data privacy when accessing such reports.

2. Collect feedback directly from employees

No one understands their health better than the employees themselves.
Conduct anonymous surveys to gather input on which check-up items are relevant and needed — ensuring practicality and employee buy-in.

3. Customize health programs by employee segment

Avoid one-size-fits-all programs. Instead, tailor your health check-up based on:

• Gender (male/female)
• Age groups
• Marital or medical history
  This customization enhances both relevance and effectiveness.

4. Seek advice from reliable sources

• Tap into the HR/admin/procurement communities in your industry or region.
• Consult with professional health screening providers or hospital-based advisors.
• Engage with relevant third parties like TPAs or corporate health insurance consultants, if applicable.

In Summary

Annual health screenings are a legal requirement — but also a valuable opportunity for companies to show real care for their people and optimize their healthcare budget.

If your company needs assistance connecting with trusted health screening providers, please reach out to Indochine Insurance Brokers.

We wish you success in building a well-designed, cost-effective, and law-compliant annual health check-up program that truly benefits your employees.