For Employers

This is completely different from your health insurance. Insurance provides your employees coverage AFTER they start feeling sick; our subscription-based care is designed to PREVENT them falling sick and improve their quality of life by focusing on their emotional, physical and nutritional health. Your healthcare insurance doesn’t educate you and enable you to take well-informed decisions about your health and then monitor the effects of that decision. Health insurance is simply you fall sick, you see a doctor, and get a treatment prescribed. Whereas our goal is to REDUCE your trips to the doctor’s clinic, because to be honest it’s not a fun place to be.

Our evidence-based ROI Calculator can work out how much you would save using our subscription-based model of care for chronic diseases after analysing a few high-level figures associated with your organisation, such as the number and percentage of female employees. In the short term, you can save money on indirect healthcare costs associated with absenteeism, lost productivity, and attrition, which can equate to 200% of the employee’s annual income. In the long term, we can help you negotiate an annual reduction of your insurance premium by showing savings at an individual, insurance provider, and company level – not just in the UAE but globally.

No, we are not an insurance broker. Insurance brokers buy and sell insurance on behalf of their clients. Our role is different. We are here as a healthcare provider to offer you low-cost, subscription-based care for your employees, with a particular focus on chronic and complex disease management (70% of the total disease burden). Our subscriptions are designed to work alongside health insurance, which should be priced to provide one-off, emergency access to care for acute diseases (30% of the total disease burden). One of our commitments to the companies we work with, is to sit with your existing insurance broker or provider, and help negotiate a reduction to your insurance premium every year.

Subscription-based healthcare like ours demonstrates a commitment to employees’ overall well-being, including physical, mental, and emotional health. It is also an acknowledgement of gaps in the healthcare system, particularly regarding the diagnosis and treatment of chronic diseases in women. This acknowledgement, and the introduction of person-centric care, can make a workplace more attractive to potential new hires, and increase job satisfaction among current employees.
Overall, wellness solutions that go beyond basic healthcare benefits can contribute to a positive work environment, improve employee satisfaction, and enhance the company’s reputation as an employer of choice.

Communication is key to effective internal wellbeing (not to be confused with “wellness”) programs, and men need to be educated that this bold move helps to redress a century of discrimination in inequities of healthcare provision to women workers compared to men due to their different physiology, life-choices, and disease-propensities (from maternity to hormonal cycles to menopause to chronic fibromyalgia that are all under-reported and under-claimed). That said, we are inclusive of men: our subscriptions can be rolled out to not only a women’s segment or subgroup, but to the entire workforce of a company, with the female dependents of male employees eligible to utilise feminine features of the subscription. Healthier women in a workforce and happier men with healthier families means more productive, collaborative teams, and that in turns translates into increased performance, attraction, retention, and reduced absenteeism and presenteeism. As women’s hormonal balances are affected by epigenetic, biopsychosocial factors in the workplace, such as general stress in an office environment, it is important to take into consideration the entire office environment and workforce.

For Providers

We approach health holistically from a 360 degree perspective. Although our research and development has historically focused on reducing the time and cost of diagnosing specific chronic diseases, such as Polycystic Ovary Syndrome (PCOS) or Gestational Diabetes, our care delivery mechanisms – which orient a multi-specialty care team around a woman and her goals – are designed to support women of all ages, stages and goals. The World Health Organisation (WHO) does not define health as the absence of disease only, but rather as a complete state of physical, mental, emotional and societal wellbeing. This is what we strive to achieve for Nabta members.

We help women with specific health goals or pain points manage their health effectively at every age and stage. Recently, Deloitte reported that women’s healthcare expenditure exceeds male counterparts’ by $15 billion annually. Generally, women require additional care and a personalised approach, particularly in regards to chronic and complex diseases. From puberty to menstruation, pregnancy, and menopause, women’s health is multifaceted. Pinning diseases to the woman and treating the woman, instead of approaching healthcare using an (acute) disease-centric approach of the early 1900s, enables women take control of their wellbeing and lower the impact on their personal and professional lives.