On any employer's approved list of covered medical tests and treatments, aesthetic procedures tend to be at the bottom, if they're there at all. It's easy to see why: Loo Han Woen, a surgeon at Thomson Aesthetics Centre, says such measures, often described as 'vanity treatments' are considered non-essential to employee health. Aesthetic treatments are elective procedures used to augment one's exterior appearances, he says.
While laser eye surgery will give patients perfect vision, it is rarely medically necessary. Skin microdermabrasion may transform a person's appearance by eliminating pimple scars and wrinkles, but in the eyes of the employer, it is almost always just a 'vanity' treatment. The same goes with other types of aesthetic surgery - unless going without them would result in a serious detriment to a person's health, most companies will not make room for them in their plans.
The hefty price-tags also attached to these treatments are a further deterrent. Christine Cheng, a doctor with Simply Aesthetic Services, says companies often exclude aesthetic procedures because coverage can significantly change a company's bottom line, particularly if employees abuse their privileges.
But before completely dismissing the option to pay for aesthetic procedures, employers should consider a range of possible benefits. Under certain circumstances, there can be a logical business case to paying for or subsidising an aesthetic treatment, even if the pure health needs are not present. One possibility is that enhanced medical benefits can be used as a positive attraction and retention tool. Cheng says adding aesthetic services to employee health coverage can help a company stand out from the crowd in terms of attracting candidates. Employees will see this as a perk unique to this company, hence value the opportunity to work with such a firm, she says.
Treatment options
The term 'aesthetic procedures' tends to bring associations of vanity and extravagance. However, certain treatments grouped under the 'aesthetic' label can have a connection to employee wellness. Laser eye surgery, for example, may seem frivolous on the surface. After all, there is no direct health need and contact lenses and eyeglasses are cheaply available. But perfecting one's vision does enhance a usable skill. In a corporate environment, where employees strain their eyes staring at computer screens all day, is it really fair to claim no responsibility for the resulting damage ?
Cheng cites weight management treatments as another possible example. Given the long-term health benefits of fat reduction, weight management treatments can benefit all staff who would like to get into shape and switch to a healthy lifestyle, she says.
But can employers really be responsible for their staff's weight management? Most companies already offer help to unhealthy workers in the form of wellness programmes. These can provide access and support for exercise or gym programmes, helping staff to start exercising and eating with more nutrition.
Most people find these programmes to be effective motivators. For a few employees, however, long hours at the office can limit their exercise time. For this reason, Cheng speculates that employers could meet employees halfway by incorporating some less traditional weight loss programmes into their health plans.
That's not just surgery -which should be used only as a last resort - but also dietary supplements and alternative health procedures. Either way, employers taking this option should ensure that any investment is matched by the employee in terms of a lifestyle overhaul.
The costs
Employers are often misled to think that they have to empty their pockets to 'luxury' health services to their workers but this often isn't the case. As for aesthetic procedures such as LASIK refractive eye surgery and skin treatments - even a discount or reduction in costs will count as an employee perk.
The National University Hospital provides a unique option. At no cost, employers can join their Corporate Benefit Programme which provides discounted rates on a number of aesthetic services. The costs of LASIK surgery packages are significantly reduced for corporate members. Employees also enjoy discounts on services like botox, chemical peels and microdermabrasion.
Beautiful jobs
Both Cheng and Loo acknowledge that the necessity for aesthetic treatments will depend on the employee's industry and occupation. For employers, this is often a key deciding factor. A very small number of professions require employees to be very visible and attractive to clients. Front-line staff such as sales or customer service professionals are most likely to benefit from cosmetic surgery. In these professions, first impressions make a lasting impact and an attractive, confident professional is more likely to receive a positive response than one who doesn't seem to take care of his or her appearance.
Like it or not, the success of other careers can also depend largely on physical appearance. Flight attendants and professional artistes in the entertainment industry for example, need to make their physical appearance a priority. Loo says employers in these industries should seriously consider including aesthetic allowances in their health coverage packages for these workers. After all, these people have to bask in the public eye and it does make much sense to groom their appearances, he says.
But once again, investments of this nature also need to be backed up by efforts from the employees themselves. Procedures should be once-off, with ongoing maintenance and other training, particularly in communication skills. There's no point having the perfect-looking George Clooney employee, if he is unable to speak and relate to others with intelligence and confidence.