Harbour Energy

When Harbour Energy began exploring providers, they knew what they were looking for: high-quality health assessments delivered at scale, with a consistent and accessible experience for employees across multiple locations.

Bluecrest stood out for several reasons. Strong UK-wide coverage meant the programme could reach employees regardless of where they were based, a critical factor given the geographical spread of Harbour Energy's workforce. Affordability was equally important, allowing the programme to be made available to as many employees and core contractors as possible.

The breadth of tests on offer was another deciding factor. The focus on cardiovascular health, diabetes risk, and general wellbeing aligned closely with Harbour Energy's own priorities around early identification of risk and prevention of long-term ill health.

But it wasn't just about the clinical offering. Harbour Energy wanted a provider who could deliver a supportive, user-friendly experience that would genuinely encourage participation. Bluecrest's model, combining convenient booking, clear communication, and personalised feedback, gave them confidence that employees would engage with the programme and get real value from it.

"It felt like a good fit," says David. "A provider that could meet our operational needs while supporting our broader ambition to take a more proactive and preventative approach to workforce health."

Rolling out a health programme across a large, dispersed workforce is no small undertaking. But the onboarding process gave Harbour Energy confidence from the outset.

"Overall, the onboarding process was smooth and well supported from start to finish," says David. "From the outset, Bluecrest were responsive and easy to work with, taking the time to understand our organisational structure and the practicalities of rolling out a programme across a varied workforce. Communication was clear throughout, with a structured approach to planning, timelines and delivery. This made it straightforward for us to coordinate internally and align the rollout with our wider health and wellbeing initiatives."

Practical support around site setup, booking processes, and employee communications helped maximise engagement from day one. And crucially, the process felt flexible rather than rigid. "There was a willingness to adapt to our needs," says David, "which is essential in a business like ours where operational demands can change quickly."

The feedback from Harbour Energy employees has been overwhelmingly positive. Many described the experience as straightforward, well organised, and easy to access, all of which are essential in encouraging people to take part in the first place.

Clinical staff were consistently highlighted as professional, approachable, and reassuring. For employees who don't regularly engage with healthcare services, that human element made a significant difference.

The clarity of results was another standout. Rather than simply receiving data, employees got a clear explanation of their health status alongside practical advice they could act on. For many, it provided a valuable prompt to reflect on their lifestyle and consider making positive changes.

Overall, the programme has been seen as a worthwhile and supportive benefit, with employees expressing appreciation that their employer is investing in their health in a meaningful, tangible way.

The numbers tell a striking story.

Bluecrest assessments have identified multiple instances of high blood pressure, poor lipid profiles, and pre-diabetes in completely asymptomatic employees, people who would have walked away from an ordinary working day with no idea anything was wrong. More significantly still, ten cases of cancer have been detected in entirely unaware individuals. All ten have been successfully treated. All ten are back at work.

"That just speaks volumes to the benefits of programmes like Bluecrest," says Dr David Leiper.

The business impact has been equally significant. Sickness absence has fallen. Mental health medevac rates, a particular concern in remote and offshore environments, have dropped from 10% to 2%. Long-term absence is down, and the knock-on effect on group insurance claims is becoming increasingly clear.

Some employers worry that offering health assessments will drive more employees towards private medical insurance, pushing costs up. Harbour Energy's experience is the opposite. The real drivers of healthcare costs are late-stage diagnoses: conditions that are expensive, slow to treat, and keep people away from work for longer. Early detection changes that equation entirely. As David explains: "If we're picking things up early, it's usually simpler to treat, there's less sickness absence, people return to work faster, and hopefully fewer long-term claims. Our results demonstrate that."

Beyond individual outcomes, one of the most valuable longer-term benefits of the programme has been the organisational insight it provides.

The data gathered through health assessments is becoming an increasingly important input into Harbour Energy's health and wellbeing strategy, enabling them to move from assumption to evidence-based decision making.

"It provides us with a much clearer understanding of the underlying health risks within our workforce," explains David. "Where we see higher levels of cardiovascular risk, obesity, or other modifiable risk factors, we are able to focus our efforts on initiatives that are most likely to deliver meaningful impact."

That insight is also shaping broader conversations with HR and leadership, informing how health and wellbeing is positioned within the overall employee value proposition and ensuring that health is considered as part of wider workforce planning.

"Over time, as the dataset becomes more mature," says David, "we expect this insight to play an even greater role in guiding both targeted wellbeing initiatives and, where appropriate, policy development."

For Harbour Energy, the programme has delivered on every level: individual impact, organisational insight, and a meaningful shift in workplace culture.

David's advice to other organisations is unequivocal: "We would absolutely encourage other organisations to consider offering health assessments as part of their wider wellbeing strategy. They provide a practical and accessible way to support early identification of health risks and encourage employees to take a more proactive approach to their health. The key is to position health assessments as part of a broader, preventative approach rather than a standalone initiative. When embedded within a wider wellbeing programme, they can play a valuable role in driving engagement, increasing health awareness, and supporting long-term behaviour change."

As David reflects: "Overall, our experience has been very positive. The programme has allowed us to take a more proactive and preventative approach to workforce health, while also giving our employees a practical and accessible way to better understand and manage their own wellbeing. What has been particularly valuable is the combination of individual impact and organisational insight, supporting employees on a personal level, while also providing us with the data needed to continuously improve and evolve our health and wellbeing strategy."

For a business built on keeping people safe in some of the toughest conditions imaginable, that feels like exactly the right place to be.

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