Digitally led claims journeys help employers step in earlier as long‑term absences rise, says Unum UK

• Nearly 1 in 4 (22.5%) of GIP claims now submitted through UnumSync - six months since its launch¹.
• Through GIP, Unum supported over 97% of people back to work or reach an agreed outcome, in 2025².
• Unum paid £538m in group risk and health claims in 2025.

With long-term absence climbing, new insights from specialist employee benefits provider, Unum UK, suggest a growing shift in how businesses respond. Digitally led claims and absence management journeys help employers get involved earlier, when intervention makes the biggest difference.

Nearly one in four (22.5%) Group Income Protection (GIP) claims are now submitted through UnumSync, Unum’s connected employer platform – six months on from its market launch. The increase shows an accelerating take‑up of frictionless digital‑first claims and helping employers stay closer to the process from day one.

Paula Coffey, Director of Claims, Rehabilitation and Medical Services at Unum UK, said: “Long‑term sickness absence has reached record highs, but we’re now seeing a clear move towards modern claims and absence management journeys, which help employers act sooner. In 2025, Unum paid £538 million in group risk and health claims. And for the third year running, our Vocational Rehabilitation team helped 97% of people get back to work or reach an agreed outcome. As claim volumes and complexity grow, early and sustained employer engagement is critical to positive outcomes.”

The impact of early access to support is echoed in employee feedback from Unum’s wellbeing proposition, Help@hand: three‑quarters of users said their health concerns were resolved more quickly than if they had booked care elsewhere, while nearly two‑thirds said access to a remote GP helped reduce time away from work.

Paula added: “Reflecting the principles set out in the Keep Britain Working Review and as the UK workplace continues to evolve, digitally led absence management and claims journeys will play a defining role in how employers respond to long term absence. This moves the focus upstream, reduces delays, and turns claims into an earlier opportunity for support rather than a last resort.”

^{122.5% of claims across November 2025 to February 2026 inclusive.}

^{2Includes individuals who return to work, remain in work with support, or reach a mutual agreement to leave their employer.}