Europe’s occupational health market is evolving and PE can be a force for good

Across Europe, occupational health (OH) is shifting from compliance and physical risk management to a broader focus on mental wellbeing, prevention, and productivity. Employers, policymakers and investors are recognising that psychological health is now the defining factor in workforce performance.

The changing mix of services

• From assessments to continuous care: OH is evolving from one-off medical assessments to ongoing programmes that include mental-health screening, early intervention, and return-to-work support.
• Digital and hybrid delivery: Teletherapy, CBT apps, and AI-driven triage tools now sit alongside in-person care, giving employees faster access and anonymity.
• Prevention and analytics: Employers expect insight. Data on absence trends and psychosocial risk is driving proactive, evidence-based interventions.
• Integration with wider care: Modern OH providers link directly into GP and specialist pathways to deliver joined-up mental-health support.

Why it’s happening

• Rising need: Mental-health issues are the leading cause of work absence across Europe.
• Post-pandemic workforce pressures: Employers are competing for talent and can’t afford preventable burnout.
• Technology and regulation: Digital tools, better data, and stronger risk frameworks make integrated solutions viable.

How private capital can accelerate progress

The European OH market remains fragmented — despite dominant local players in some markets, fragmentation levels remain high. Thoughtful private investment can be a force for good by:

• Encouraging innovation: Scaling proven tech-enabled solutions that work, providing live monitoring of employee health and faster, high quality treatments where needed.
• Consolidating responsibly: Creating larger platforms that standardise quality, governance, and data measurement.
• Building outcomes infrastructure: Investing in shared metrics and KPIs to demonstrate return on investment and ultimately drive better patient outcomes.
• Supporting workforce development: Training clinicians and managers in mental-health literacy and resilience leads to better cultures, progression and retention.

With aligned incentives and transparent outcomes, private capital can catalyse innovation, professionalise fragmented markets, and deliver better results for workers and employers alike.