Municipalities across the country are facing a workforce challenge unlike anything they’ve experienced before. Retirements are accelerating, competition for skilled talent is increasing, and many public-sector roles are harder to fill than ever. While compensation structures are often constrained by budgets and collective bargaining agreements, one area where municipalities still have meaningful influence is employee benefits.
Healthcare in particular has become a deciding factor for job seekers, and onsite primary care is emerging as a powerful differentiator. For municipal HR leaders and Benefits Managers, onsite clinics are no longer just about cost containment; they are becoming a strategic tool to attract, engage, and retain top talent in a highly competitive labor market.
The Changing Expectations of Today’s Municipal Workforce
Employee expectations around healthcare have evolved. Workers today want benefits that are convenient, accessible, and supportive of their overall well-being, not just coverage on paper.
According to a 2024 survey by the Society for Human Resource Management (SHRM), 92% of employees say healthcare benefits are important to their overall job satisfaction, and 56% report they would consider leaving a job for better health benefits. This trend is especially relevant for municipalities competing with private-sector employers that may offer higher wages or more flexibility.
Onsite primary care helps level the playing field by offering a benefit that employees can see, feel, and utilize regularly, making it more tangible than traditional plan design changes.
Why Onsite Care Resonates With Municipal Employees
Municipal employees often face unique challenges: irregular schedules, physically demanding roles, and limited time to navigate the traditional healthcare system. Onsite clinics address these challenges directly by bringing care closer to where employees work.
Employees with access to onsite primary care report higher satisfaction with their healthcare experience and are more likely to engage in preventive services. Research from the National Association of Worksite Health Centers shows that 90% of employees using onsite clinics rate their experience as “excellent” or “very good,” a level of satisfaction rarely seen in traditional healthcare settings.
This positive experience strengthens trust, not only in the healthcare provider, but in the employer offering the benefit.
Retention Starts With Feeling Supported
Retention is not just about keeping employees—it’s about keeping them healthy, engaged, and connected to the organization. Healthcare plays a significant role in that equation.
Gallup research indicates that employees who strongly agree their employer cares about their well-being are 69% less likely to actively search for a new job. Onsite clinics send a clear message: your health matters here.
For municipal leaders, this message is especially important. Public-sector employees are mission-driven, but burnout and health challenges can erode even the strongest sense of purpose. Onsite care helps address issues early, supports chronic condition management, and reduces the stress associated with accessing care—factors that often directly influence an employee’s decision to stay.
Recruitment: Standing Out in a Competitive Market
Municipalities often compete for talent against private employers that can move faster or pay more. In this environment, benefits differentiation matters.
Healthcare access has become a key recruitment tool. A Mercer study found that 77% of employees consider healthcare benefits a top factor when evaluating job offers, ranking higher than retirement benefits or paid time off for many candidates.
Onsite primary care is particularly attractive to candidates because it offers:
- Convenient access to care
- Reduced or no out-of-pocket costs
- Shorter wait times
- Personalized, relationship-based care
For prospective employees, especially those managing chronic conditions or caring for families, these features can be decisive.
Supporting Hard-to-Fill Municipal Roles
Certain municipal roles—such as public safety, utilities, and skilled trades—are notoriously difficult to recruit and retain. These positions often involve physical strain, nontraditional schedules, and higher injury risk.
Onsite clinics help support these employees by offering timely care, early intervention for injuries, and coordination with services like physical therapy and occupational health. Employers that provide accessible primary care see a reduction in missed workdays, helping maintain staffing stability in critical roles.
When employees feel their employer understands and supports the realities of their work, loyalty follows.
Building Trust in the Public Sector
Trust is a cornerstone of retention—especially in public service. Employees want to know their employer is making thoughtful, long-term investments in their well-being.
Onsite clinics foster trust by creating continuity of care. Employees see the same providers over time, build relationships, and feel heard. This contrasts sharply with fragmented community care, where employees may see different providers at every visit.
Over time, this trust translates into higher engagement, better health outcomes, and a stronger connection to the organization.
Flexible Models That Support Retention Goals
Importantly, onsite care is not a one-size-fits-all solution. Shared-site and near-site clinic models allow municipalities of different sizes to offer high-quality care without taking on the full operational burden of a standalone clinic.
These flexible models make it possible to extend competitive benefits across departments, agencies, or even neighboring municipalities—enhancing recruitment and retention regionally.
Investing in People Is Investing in the Community
When municipalities invest in employee health, the benefits extend beyond the workforce. Healthier, more engaged employees provide more consistent services, build stronger relationships with residents, and contribute to safer, more resilient communities.
Onsite primary care helps municipalities make that investment wisely—aligning employee well-being with long-term organizational sustainability.
References
Gallup. (2025). State of the global workplace report. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
Mercer. (2024). Health and benefits strategies survey. https://www.mercer.com
National Association of Worksite Health Centers. (2024). Benchmarking report. https://nawhc.org/2025-benchmarking-survey-2/
Society for Human Resource Management. (2024). Employee benefits survey. https://www.shrm.org/topics-tools/research/employee-benefits-survey
