Is a workplace flu clinic right for your team?
A practical decision guide for HR: staff access, costs, realistic outcomes and an illustrative 50-person business case.
Deciding whether to offer a clinic
Should we offer flu vaccinations at work if most of our staff are young and healthy?
Yes. Young, healthy people still catch flu and pass it on. An on-site clinic makes it easy for anyone who wants protection to get it in five minutes.
Is a workplace flu vaccination programme worthwhile for a small business with 20 employees?
Often, yes. Twenty people at one location is above the level where our clinics become economical. A quick poll of how many would take part gives you the number to quote on.
We are a hybrid company and people are only in twice a week, is an office flu clinic still worth doing?
Yes, if you choose the day most people are in. Run it on your busiest office day and give two weeks' notice so hybrid staff can plan around it.
What can an employer realistically expect a flu vaccination programme to achieve?
Easy, fair access to vaccination for everyone who wants it, delivered in a well-run clinic with minimal disruption. We do not promise a particular attendance figure or financial return.
Will flu jabs stop winter sickness altogether, or only reduce influenza?
Flu vaccination protects against influenza. It will not prevent colds, COVID-19 or other winter bugs, so good hygiene, ventilation and sensible sickness policies still matter.
If our employees can get vaccinated elsewhere, what extra value does an on-site clinic provide?
Convenience. Staff do not need to find an appointment, travel or take time off; they are back at their desk in minutes. That is what makes people actually get vaccinated.
Is flu vaccination something we should offer every year?
Yes. Flu vaccines are updated every season, and protection fades over time, so the NHS recommends vaccination each year.
Should we offer it to everyone or focus on particular roles?
Most employers offer it to all staff as a benefit. Where certain roles carry a specific occupational risk, involve occupational health for those roles too.
We have never organised staff vaccinations before, where should I start?
Send us your headcount, location and preferred dates using the quote form. We reply within 24 hours with a written quote, then send you the staff communications and a preparation checklist.
Would it be more sensible to improve sick-pay arrangements, ventilation and staying-home policies alongside vaccination?
Yes. Vaccination works best alongside good ventilation, hygiene and policies that let unwell staff stay at home.
A business case finance can assess
How do I make the case to our finance director for paying for workplace flu jabs?
Show the total cost from your written quote, the expected number of participants and why you are offering it: staff wellbeing, protecting colleagues and reducing winter disruption. The break-even method below helps.
What evidence is there that employer flu vaccination reduces sickness absence?
Reviews find that vaccination reduces influenza in working-age adults; the effect on total sickness absence is smaller and varies by season. Our article on sick days summarises the evidence.
How much of our winter absence is actually likely to be influenza rather than other illnesses?
Most absence records do not confirm flu, so it is hard to say exactly. Use your data to see how much winter disruption you have, without assuming it is all flu.
How do I calculate the break-even point for a staff flu vaccination programme?
Divide the total programme cost by your cost per day of absence. The answer is the number of absence days you would need to avoid to break even. It is a threshold, not a prediction.
What costs should I include beyond the price of the vaccine?
Add staff time attending, HR time organising and any cover needed to the cost on your written quote. Our clinic fee and per-vaccination rate are both on the quote, so there are no hidden extras on our side.
How do I allow for staff time, HR administration, overtime and temporary cover in the business case?
Estimate attendance time (about ten minutes per person) and HR organising time, then multiply by your employment costs. Add overtime or temporary cover only where it is a real extra cost.
How do I build a business case without promising a guaranteed return?
Use a break-even rather than a promised saving. Take the cost from your written quote, add staff and HR time, and divide by your cost per day of absence. That tells you how many avoided absence days would cover the programme, using your own figures.
What uptake should I budget for if this is our first year offering vaccinations?
Run a quick poll first. Then budget low, middle and high scenarios, for example 20, 35 and 50 for a 50-person workforce. Because you only pay for vaccinations given, a low turnout never leaves you paying for empty slots.
Which measures should we agree before the clinic so we can judge whether it was worthwhile?
Agree in advance: eligible headcount, invitations sent, vaccinations given, total cost, coverage across shifts and a short anonymous feedback survey.
How can we compare absence before and after the programme without claiming vaccination caused every change?
Compare the same weeks year on year and note other changes, such as staff numbers, remote working and how much flu was circulating. Present it as an association, not proof.
Further information: NHS flu-vaccination information.
See what your team would pay this season
Get a written quote within 24 hours. Compare it with anyone.
- Pay only for jabs given. No-shows and anyone deferred on clinical grounds are never charged a vaccination.
- Two clear parts, in writing. A half-day or full-day clinic fee, plus a rate for each vaccination given.
- Rates fall as numbers rise. Larger teams pay less per person.
- Quote within 24 hours. Compare it with any other provider.
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