Our study also shows that while the CEE region may share the same pressure and the demand for private medical maybe converging, the different markets do not share one benefits model.
GrECo’s recent Health & Benefits Study shows that private medical care is now a defining benefit across CEE but that that the operating reality around private medical care remains firmly local.
In Bulgaria, Hungary, Poland, Romania and Türkiye, private medical care is increasingly being treated as a practical response to strained public healthcare systems, rising employee expectations and the growing link between health access, workforce resilience and employer attractiveness.
However, our Study also shows that while the CEE region may share the same pressure and the demand for private medical maybe converging, the different markets do not share one benefits model. Uptake ranges from around half of employers in Hungary and Poland (rising to 79% among large Polish companies) to well over 80% in Bulgaria and Türkiye, while Romania reaches near-universal provision among large businesses. In some markets private medical care is insurance-led, in others it is built through provider subscriptions or mixed arrangements.
From access problem to workforce strategy
What gives these findings weight is that they are not simply about popularity. In market after market, employers are funding employee premiums in full, while cover is expanding beyond basic consultations and diagnostics to include preventive care, mental health support, maternity-related services and physiotherapy. The shift is not just about access; it reflects a change in how employers think about retention, resilience and the overall employee value proposition.
Where the Regional Similarities End
This is where our Study becomes especially valuable for multinational employers. It shows why Central and Eastern Europe cannot be treated as a single benefits market: Bulgaria is strongly insurance-based and supported by tax incentives, Poland is dominated by medical providers, Romania combines both models, while Türkiye’s market is shaped by co-payment and healthcare inflation. For employers trying to balance regional consistency with local relevance, that kind of comparison matters. It is often the difference between a benefit that is standardised and one that is sustainable, competitive and meaningful.
The Employer Lesson
For employers wanting to ensure their Health & Benefits strategy delivers real value over time, our Study has made it clear that those who focus on an informed approach that combines market understanding, structural comparison and local relevance will succeed.
About the Study
The survey targeted HR professionals and decision-makers in companies that offer at least one insurance benefit, such as group life insurance, private medical care, or pension schemes. Interviews were conducted either via telephone or in person, using a quota sampling method to ensure balanced representation across company sizes and industries. The questionnaire was carefully structured into four key areas: medical care, risk benefits, pensions and wellbeing.
Read the preview of the report.
Ewelina Jaworska-Bień
Head of People Solutions
T +48 504 178 064
