How to Choose a Corporate Health Check-up Partner in 2025

Selecting the right health check-up partner has never been more important—because in 2025, employee health isn’t just a wellness initiative, it’s a legal, strategic, and cultural priority. 

With the implementation of India’s new Labour Codes, every employer is now responsible for actively supporting worker wellbeing—not simply offering benefits. The Occupational Safety, Health and Working Conditions Code (OSHWC Code) makes preventive healthcare a statutory requirement by mandating free annual health check-ups for all employees above 40. In other words, annual health check-up in India as per labour law is now a compliance must-have, not a “nice to have.” 

This guide will help you evaluate potential health check-up providers with clarity and confidence, ensuring your organisation is prepared for the new compliance landscape while elevating its commitment to employee wellbeing and labour law workplace health and safety.

7 Things to check when selecting a corporate health checkup provider 

Under the Occupational Safety, Health and Working Conditions Code, 2020, India has made it mandatory for employers to provide free annual health check-ups to all workers above the age of 40. This is now a legal obligation, not a discretionary wellness perk. 

To stay compliant — and ensure meaningful preventive care — employers must choose a corporate health partner capable of delivering screenings at scale, consistently, and with actionable reporting. 

Below are the seven most critical evaluation factors, rewritten specifically for companies preparing for Labour Code compliance in 2025. 

1. Choose providers with deep corporate healthcare experience 

Corporate health checkups are not the same as walk-in diagnostic services. Under Labour Code 2025, your provider must be able to deliver screenings reliably across diverse employee groups — office staff, plant workers, shift-based teams, remote teams, and multi-location sites. 

Look for providers that: 

• Have executed large-scale annual corporate health programs and can manage logistics across locations and shifts. 
• Understand compliance-heavy environments, including statutory mandates like the new annual checkup rule. 
• Offer end-to-end execution — scheduling, employee coordination, on-site deployment, doctor consultations, reporting, and follow-up. 

Why this matters under the Labour Code (OSHWC Code): 
You must provide health checkups, not merely offer them. Providers lacking corporate experience often push the administrative burden back onto HR — resulting in low participation and compliance risk. 

2. Evaluate the range and relevance of tests 

The Labour Code sets the requirement for annual checkups, but the scope of tests is up to the employer. A good provider helps you design test packages that meet clinical relevance, cost efficiency, and workforce risks. 

Ensure the provider offers: 

• Tiered packages (basic, advanced, executive) for age groups and roles. 
• Screening for lifestyle diseases (diabetes, hypertension, obesity), which account for most major claims. 
• Cardiac, renal, liver, thyroid, and metabolic health markers — essential for employees 40+. 
• Gender-appropriate tests and optional add-ons for high-risk segments (e.g., factory workers, field staff, night-shift employees). 

Why this matters under the Labour Code: 
The mandate focuses on preventive healthcare. Tests must detect early risks before they become hospitalization-level problems. Under-screening exposes employers to compliance gaps and potential liability if risks go unaddressed. 

3. Look for customizable screening & wellness solutions 

No two workforces have the same health profile. The provider must allow you to tailor tests and add wellness services that support follow-up initiatives. 

Customization should include: 

• Flexible test menus based on age, job role, location, or exposure risk. 
• Ability to add services like mental health checks, lifestyle counseling, ergonomics assessments, or doctor consultations. 
• Support for designing different journeys for office staff, plant workers, night-shift employees, and older age groups. 

Why this matters under the Labour Code: 
Compliance doesn’t end with conducting checkups — employers should show intent and infrastructure for meaningful preventive care. Customization helps align screenings with real workforce health risks. 

4. Prioritize accreditation and clinical quality 

You are responsible for the outcomes of the screening program. Poor-quality diagnostics lead to false alarms, missed diagnoses, and employee mistrust — all of which undermine compliance and preventive care. 

Your provider must have: 

• NABL/NABH-accredited labs (or equivalent quality standards). 
• Qualified doctors, technicians, and trained phlebotomists. 
• Modern, calibrated equipment ensuring accuracy for high-volume screenings. 
• Strict SOPs for hygiene, error handling, and re-testing. 

Why this matters under the Labour Code: 
When health checkups become legally mandatory, accuracy becomes non-negotiable. Incorrect reports can lead to costly misdiagnosis, unnecessary panic, or overlooked high-risk cases under the OSHWC Code. 

5. Verify the technology, reporting & data systems 

The checkup is just the beginning — employers must demonstrate follow-through. The Labour Code may ask employers to show evidence of having provided screening and appropriate follow-up support. 

A strong provider must offer: 

• HR dashboards showing participation, risk trends, and cohort insights (without revealing individual clinical data). 
• Employee portals/apps with downloadable reports, history, and doctor notes. 
• Fast turnaround (24–48 hours) for detecting urgent risks quickly. 
• Integration-ready formats so you can link data with internal wellness programs or engagement platforms (like Xoxoday). 

Why this matters under the Labour Code: 
A manual or paper-based system cannot scale, nor can it prove compliance during audits. Digital reporting also ensures timely clinical intervention expected under the OSHWC Code.  

6. Ensure on-site + In-centre flexibility for higher participation 

The Labour Code expects real delivery, not token availability. Participation becomes the central measure of compliance under the OSHWC Code. 

Your provider should support: 

• On-site camps for large offices, plants, and warehouses — maximizing convenience. 
• In-centre checkups for employees needing more detailed diagnostics. 
• Extended or flexible slots for shift workers, field staff, and night-shift employees. 

7. Check turnaround time and post-screening support 

A checkup without follow-up is ineffective. Employees often do not understand medical reports, miss early warning signs, or delay doctor consultations. 

A qualified provider should offer: 

• Fast report turnaround so employees act while motivation is high. 
• Doctor review sessions (in-person or telehealth) for abnormal findings. 
• Clear, actionable reports with color-coded risks and next-step recommendations. 
• Integration with preventive programs—diet plans, fitness coaching, mental health support, disease management tracks. 

Why this matters under the Labour Code: 

The mandate emphasizes preventive healthcare. Employers must demonstrate not only screening but also meaningful support for employees identified as high-risk under the OSHWC Code. 

Strategic benefits of employee health checkups  

Regular employee health checkups are no longer just a “good-to-have” wellness perk—they’re becoming a core pillar of how modern organizations build resilient, high-performing workplaces. Done right, annual screenings do much more than catch illness early; they reshape how a company thinks about risk, productivity, and culture. 

India’s new Labour Codes make that shift explicit. Under the Occupational Safety, Health and Working Conditions (OSHWC) Code, employers are now required to provide free annual health checkups for all workers above 40 years of age, with additional mandates for high-risk sectors like mines, hazardous industries, dock work, and plantations.  

This moves preventive healthcare from a voluntary benefit to a legal expectation—and creates a powerful strategic lever for employers who choose to go beyond the bare minimum. 

Here are the key strategic benefits when companies take employee health checkups seriously: 

1. Early detection = lower risk, lower cost 

Annual screenings surface issues like hypertension, diabetes, cardiac risk, and organ stress years before they turn into medical emergencies. That means fewer sudden ICU admissions, fewer long recovery periods, and less volatility in insurance claims. Over time, this turns healthcare from an unpredictable cost center into a managed, data-driven risk. 

The Labour Codes explicitly promote this shift toward prevention by making age-based annual health checkups mandatory and extending similar protections to workers in mines, hazardous industries, docks, and other high-risk environments.  

Employers who lean into this requirement—rather than doing only the minimum—build a far more predictable and sustainable cost base. 

2. Better health intelligence for HR and leadership 

Health screening data (handled in aggregate, without compromising individual privacy) gives HR and leadership a completely new layer of insight: 

• Which locations show higher lifestyle-disease risk 
• Which roles or shifts carry more ergonomic or stress-related issues 
• Which age bands may need more targeted support 

Instead of reacting to claims data and absenteeism after damage is done, companies can see risk trends early and design targeted interventions—such as ergonomic improvements, stress-management programs, nutrition support, or schedule changes. 

This is exactly in line with the spirit of the Labour Codes, which aim to create a “protected, productive and future-ready workforce” by combining social security, minimum wages, and preventive healthcare into one integrated framework.  

3. Stronger workplace culture and employee trust 

When health checkups are treated as a serious, inclusive process—not a checkbox—employees see a clear signal: “Your long-term wellbeing matters here.” 

That has a direct cultural impact: 

• Employees feel valued as people, not just as output 
• Conversations about health, rest, and boundaries become more normal 
• Managers are more aware of health-related constraints and risks 
• Psychological safety improves as workers see systemic care, not just policy on paper 

The Labour Codes reinforce this shift by embedding preventive healthcare within a wider framework of worker protections—timely wages, universal social security, safer working conditions, and gender-neutral opportunities.  

Together, these reforms signal a move toward a more holistic and healthier employer–employee relationship, where wellbeing is treated as a fundamental right rather than an optional benefit. 

4. Higher productivity and more stable operations 

Healthier employees mean fewer unplanned absences, less burnout, and more consistent performance. For operations-heavy sectors—factories, logistics, mines, docks, plantations; this is crucial for meeting SLAs and maintaining throughput. The OSHWC Code reinforces this link by framing health and safety not as isolated benefits, but as core elements of working conditions, from working hours and overtime norms to mandatory safety committees in larger or hazardous establishments.  

When annual health checkups are built into this broader system, they become a stabilizer: spotting issues early, supporting return-to-work plans, and keeping teams functional instead of firefighting. 

5. A stronger, more attractive employer brand 

In a market where skilled talent can choose where they work, companies that visibly invest in preventive healthcare stand out. When candidates know that age-based health checkups, sector-specific protections, and ongoing wellbeing initiatives are part of the culture—not just the handbook—it becomes a powerful differentiator. 

The Labour Codes effectively set a new “floor” for responsible employment in India: mandatory appointment letters, universal minimum wages, expanded social security, and preventive healthcare obligations.  

Employers that build thoughtfully on this floor signal that they’re not just compliant, but genuinely future-ready. 

Types of employee health checkups HR should consider 

Choosing the right mix of employee health checkups is no longer just a wellness decision—it’s now a compliance requirement under India’s Labour Code 2025, which mandates employer-funded annual health screenings for workers aged 40 and above.  
But beyond compliance, a well-structured checkup program strengthens workforce wellbeing, productivity, and organizational culture. 

Here are the key categories HR teams should evaluate. 

1. Corporate health checkups  

Corporate health checkups serve as an organization’s health intelligence system, helping detect lifestyle conditions, potential occupational risks, and early signs of chronic disease. With the Labour Code emphasizing preventive healthcare, these checkups become foundational for compliance and culture-building. 

Typical components include: 

• Complete physical exam and vitals assessment 
• Comprehensive bloodwork (CBC, lipid profile, thyroid, etc.) 
• Cardiovascular screening (ECG, cardiac markers) 
• Organ function tests (liver, kidney, pancreas) 
• Imaging (X-ray/ultrasound where appropriate)

2. Annual & preventive health checkups  

Annual screenings offer consistency, allowing HR to track health trends, identify rising risks, and reinforce early intervention practices. Preventive checkups go further by flagging health issues long before symptoms appear. 

Key features: 

• Regular monitoring of blood pressure, cholesterol, and glucose 
• Age-appropriate cancer screenings 
• Immunization updates 
• Mental health assessments 
• Nutrition and lifestyle evaluations 

 
Since employers must ensure free annual screenings for employees aged 40+, these checkups directly fulfil the statutory requirement.  

They also create a data trail proving compliance in case of audits. 

3. Specialized checkups for targeted health needs 

Different workforce segments have different risks. Specialized checkups help HR tailor care—whether based on age, job role, medical history, or occupational exposures. 

Examples include: 

• Diabetic screening packages 

• HbA1c monitoring 
• Kidney & eye complication checks 
• Lifestyle counseling 

• Cardiac health packages 

• Treadmill/stress testing 
• Advanced lipid profiling 
• Heart-risk assessments 

• Senior workforce packages 

• Bone density scans 
• Vision/hearing tests 
• Cognitive health screens 

• Occupational risk-based packages 

For factory, field, logistics, or hazardous environments (also emphasized under OSHWC Code): 

• Respiratory tests 
• Audiometry 
• Ergonomic evaluations 
• Exposure-related biomarker testing 

4. Bringing it all together: Building a healthier workforce ecosystem 

When HR strategically deploys a mix of corporate, annual, preventive, and specialized checkups, it accomplishes more than compliance: 

• It strengthens preventive culture across all age groups. 
• It reduces long-term healthcare costs. 
• It builds trust and transparency. 
• It creates a workplace where wellbeing becomes embedded in everyday behavior. 

How HR teams can operationalize workforce wellbeing under india’s new labour laws 

As organizations transition into the Labour Code 2025 era, HR responsibilities expand far beyond regulatory checklists. The expectations are clear: employers must not only comply with mandatory annual health checkups but also demonstrate a deeper commitment to employee wellbeing, preventive care, and long-term workforce stability. This shift places wellbeing—physical, emotional, financial, and occupational—at the center of workforce strategy. 

To meet these demands at scale, HR teams need platforms that reduce administrative effort while strengthening participation, follow-through, and cultural alignment. This is where future-ready solutions from Xoxoday become invaluable.  

Designed in India for the needs of Indian enterprises, Xoxoday brings a tech-first approach that helps HR leaders modernize how benefits, wellbeing, and compliance are delivered across distributed workforces. 

Xoxoday’s employee perks and benefits ecosystem enables HR teams to configure, automate, and measure wellness initiatives across multiple dimensions—supporting everything from preventive healthcare journeys and teleconsultations to fitness programs, lifestyle benefits, mental wellbeing resources, and tax-efficient financial wellness tools.  

This directly complements the Labour Code’s intent: to make preventive healthcare accessible, universal, and meaningful. 

What Xoxoday enables for HR teams under the new Labour Code: 

• Physical wellness: Fitness memberships, activity challenges, sports clubs, and nutrition support. 
• Mental & emotional wellbeing: Counselling, stress management programs, digital journaling, and 24/7 support. 
• Health & preventive care: Annual health check-ups, teleconsultations, OPD services, dental and vision care, and insurance support.  
• Lifestyle & family benefits: Learning, childcare, elder care, fertility assistance, and flexible spending programs. 
• Exclusive savings: Access to 6,000+ brands with 5%–50% savings across lifestyle categories. 

Wrapping up 

India’s Labour Code 2025 marks a major shift in employee wellbeing, making preventive health checkups a legal requirement and placing worker health at the center of employer responsibility. For HR teams, this isn’t just about compliance—it’s a chance to strengthen wellbeing, reduce long-term risk, and build a more resilient workforce. 

With Xoxoday’s employee wellbeing focused ecosystem, organizations can easily operationalize these mandates, support employees across every dimension of health, and create workplace cultures where wellbeing is consistently delivered, not just stated.