Changing Jobs & Private Health Insurance UK 2026: Don’t Lose Your Cover — Here’s Exactly What to Do
Independent 2026 UK guide to private health insurance when you change jobs — what happens to your employer’s PMI, continuation options, protecting pre-existing conditions, switching to personal cover, and what to check at your new employer.
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Quick Answer: Changing Jobs & Your Private Health Insurance
When you leave a job with employer-provided private medical insurance (PMI), your cover typically ends on your last day of employment — sometimes the end of the month you leave. You don’t automatically keep it. But you may have options to continue your cover personally, often with protection for pre-existing conditions diagnosed while on the group scheme.
The single most important thing to do: contact your HR team or the group PMI insurer BEFORE your leaving date to ask about a Continuation Option (sometimes called Continued Personal Medical Exclusions or CPME). This is a special policy switch — usually offered within 30-90 days of leaving — that lets you take out personal PMI without losing cover for conditions already diagnosed.
Personal PMI in the UK 2026 costs £28-£200/month depending on age, location, cover level and excess. A 35-year-old typically pays £40-£70/month; a 55-year-old £80-£140/month. New employer schemes vary widely — always ask what your new role includes before assuming you’re covered.
This independent 2026 guide covers everything: what happens to your cover when you leave, how Continuation Options protect pre-existing conditions, how to switch from group to individual PMI, redundancy and self-employed transitions, gap periods between jobs, and what to check at your new employer.
What this guide covers
- What happens to your PMI when you leave
- The Continuation Option explained
- Continued Personal Medical Exclusions (CPME)
- Protecting pre-existing conditions
- Switching from group to individual PMI
- Timing & the gap between jobs
- Redundancy and your PMI
- Going self-employed
- Freelancer & contractor cover
- Joining a new employer’s scheme
- Group vs personal PMI compared
- Real 2026 personal PMI costs
- Step-by-step: what to do
- Common mistakes to avoid
- Continuation options by UK insurer
- Special situations
- Frequently asked questions
Changing jobs is one of the most common moments UK private health insurance is lost — often unnecessarily. According to industry data, a meaningful proportion of UK adults who lose employer PMI never replace it, despite continuation options being widely available. This independent 2026 guide gives you the full picture before you make decisions you can’t easily reverse.
Going Private UK is an independent editorial site with no commercial relationship with any insurer mentioned. We may receive commission when readers request quotes through health insurance comparison links — this funds independent editorial work but doesn’t affect our analysis.
What Happens to Your Private Health Insurance When You Leave a Job
The first thing to understand: UK employer-provided private medical insurance is a group benefit owned by your employer, not by you. When you leave, the benefit ends — usually on your last day of employment or the end of the month you leave (the exact date depends on your employer’s scheme).
What ending cover means in practice
- You can no longer make new claims after your cover end date
- Treatment already authorised may continue for a limited period (typically 30-60 days) under “continuation of treatment” clauses — but this is NOT the same as keeping the policy
- Pre-existing condition cover is lost unless you take action to preserve it
- Any wellness/perk benefits (gym discounts, Vitality rewards, dental add-ons) typically end immediately
- Family members on your plan also lose cover
- You receive a leaving letter from the insurer (or via HR) confirming your end date and any continuation rights
💡 The single most important thing to do BEFORE you leave
Contact your HR team or the group PMI insurer at least 4 weeks before your leaving date and ask explicitly: “What continuation options are available, and what’s the deadline to apply?” Document this in writing (email). Most UK insurers offer continuation, but the deadlines and conditions vary — and missing the window means losing protection for any pre-existing conditions diagnosed during your time on the scheme.
The Continuation Option Explained
A Continuation Option is a special pathway offered by most major UK private medical insurers that lets you convert a group/employer PMI policy into a personal/individual policy — without the usual underwriting process and crucially without losing cover for pre-existing conditions diagnosed while on the group scheme.
How a Continuation Option works
- You leave your employer with active PMI cover
- The insurer offers a personal policy — usually with the same insurer that ran the group scheme
- You apply within the deadline — typically 30 days, sometimes up to 90 days from your leaving date
- No new medical underwriting — the insurer accepts the medical information already known
- Conditions diagnosed during your group cover remain covered on the new personal policy (this is the key advantage)
- You pay the premium personally — typically 20-40% higher than the group rate your employer was paying
- The new policy is fully yours — you can keep it indefinitely, change cover levels at renewal, and add family members
📋 Why Continuation Options exist
UK private medical insurers offer continuation options for two reasons. First, customer retention — people who have been on group PMI and value private cover are valuable customers worth keeping. Second, fairness — without continuation options, people would be effectively trapped in jobs because leaving would mean losing cover for any condition diagnosed while employed. UK insurers across the major providers (Bupa, AXA Health, Aviva, Vitality, WPA) offer some form of continuation pathway, though the exact terms vary significantly.
Continued Personal Medical Exclusions (CPME) — The Industry Term
You may see the term Continued Personal Medical Exclusions (CPME) in insurer literature. This is the formal industry term for the underwriting basis used when you continue from a group policy to a personal policy. Understanding CPME matters because it affects what’s covered going forward.
What CPME actually means
- “Continued” — your cover continues without a break
- “Personal Medical Exclusions” — exclusions are applied based on what was known about your individual medical history
- In practice: conditions diagnosed during your group cover that were being treated or paid for under the group scheme typically continue to be covered on the personal policy
- Conditions excluded under the original group scheme typically remain excluded
- New conditions diagnosed after switching are covered as normal under your new personal policy
- This is fundamentally different from new applications using “Moratorium Underwriting” or “Full Medical Underwriting” — both of which typically exclude pre-existing conditions for at least 2 years
For broader context on UK PMI underwriting see our moratorium vs full medical underwriting UK guide and pre-existing conditions cover guide.
Protecting Pre-Existing Conditions When You Change Jobs
This is the single most important section of this guide for anyone with an existing health condition. If you’ve been diagnosed with anything during your time on employer PMI — back pain, diabetes, mental health, cancer, anything — you need to protect that cover before you leave.
What happens to pre-existing conditions if you do NOTHING
- You take out a new personal PMI policy after leaving with no continuation arrangement
- The new insurer applies fresh underwriting — either moratorium (excludes conditions for 2 years) or full medical underwriting (permanently excludes pre-existing conditions)
- Any condition you’ve had treatment for in the past 5 years is excluded from new cover (under moratorium rules) for at least 2 years
- For chronic conditions (diabetes, mental health, autoimmune conditions), exclusions may be permanent under full medical underwriting
- You’re effectively paying for new cover that won’t help with your actual medical issues
What happens with a proper Continuation Option (CPME)
- Pre-existing conditions diagnosed during your group cover continue to be covered
- You don’t restart any waiting periods
- Cancer treatment in progress continues to be covered
- Mental health support continues to be covered (subject to plan limits)
- Chronic condition monitoring continues
- You may pay 20-40% more than the group rate your employer was paying — but cover quality is preserved
💡 The financial case for using Continuation Options
If you have an active medical condition being managed under employer PMI, the cost of losing cover is real. For example, ongoing physiotherapy at £80-£120 per session, mental health therapy at £80-£150 per session, or specialist consultations at £200-£300 each can quickly cost more than the £40-£60 monthly premium difference between continuation and a new restricted policy. For anyone with active medical needs, continuation is almost always the right call.
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Switching From Group to Individual PMI — Step by Step
If you’ve decided to switch from your employer’s group PMI to your own personal policy, here’s the practical process:
The 7-step switching process
- Get your leaving date confirmed in writing from HR
- Contact the group PMI insurer (or ask HR for the insurer’s contact details and policy number)
- Request a Continuation Option quote in writing — including the deadline to accept
- Compare with new market quotes — sometimes a fresh policy from a different insurer (even with exclusions for pre-existing conditions) is cheaper if you’re young, healthy and have no significant medical history
- Consider any pre-existing conditions carefully — if you have ongoing treatment, continuation is almost always better despite the higher premium
- Apply for the personal policy before your group cover ends — typically by completing a continuation application form and providing payment details
- Confirm continuous cover dates — your personal policy should start the day your group cover ends, with no gap
Comparing Continuation vs new market quote
- If you have no medical history and you’re under 35: a new market quote may be 20-30% cheaper than continuation — worth comparing
- If you have any current condition or recent diagnosis: continuation almost always wins; the premium difference is small compared to losing cover
- If you have a chronic condition (diabetes, mental health, cancer history): continuation is essential — new market quotes will exclude these conditions
- If you’re over 50: continuation typically wins because new market underwriting becomes much stricter at older ages
- Always get both quotes — let the comparison guide your choice, not assumptions
For broader context see our how to get UK private medical insurance guide.
Timing & The Gap Between Jobs
One of the most common questions: what if there’s a gap between your old job ending and your new job starting? Or you’re taking a career break, going self-employed, or considering retirement?
Cover during transition periods
- Continuation policies bridge gaps — take out the personal policy from the day group cover ends, regardless of when your next job starts
- Most insurers allow flexible monthly payments — you can keep the personal policy for as little as one month if needed
- You can cancel the personal policy when you join a new employer’s scheme (subject to any minimum term)
- Some employer schemes allow you to “buy back” cover at a later date — check with HR if relevant
- If you’re going self-employed or starting your own business, the personal policy becomes your primary cover
- Health insurance gap of more than 30 days typically resets continuation rights — so even short gaps matter
💡 Don’t accept a gap “to save money”
Some people consider letting cover lapse for a month or two to save on premiums. This is almost always a false economy. Once continuation deadlines pass (typically 30-90 days), you lose CPME protection forever. The £40-£60 saved over a 1-2 month gap could cost thousands if a condition flares up and needs ongoing treatment under restricted new-policy terms.
Redundancy and Your Private Health Insurance
If you’re being made redundant, the rules are essentially the same as voluntary leaving — your group PMI ends on your contractual leaving date. But there are some specific considerations worth knowing:
Private health insurance and redundancy — what changes
- Cover end date typically follows your contractual notice period — sometimes employers continue cover during the notice period even if you’re on garden leave
- Some redundancy packages include extended PMI as part of severance — typically 3-12 months of continued group cover at the employer’s expense; always check your settlement agreement
- Continuation Option deadlines apply the same way — typically 30-90 days from cover end
- If you’re emotionally stressed from redundancy, this is actually the worst time to lose cover — mental health support, GP access, and counselling may all be needed during job search
- Some insurers offer redundancy-specific terms — premium discounts, deferred start dates, or grace periods
- If you’re approaching retirement age, redundancy can be a good moment to transition to over-50s PMI or Saga Health Insurance
Going Self-Employed — Private Health Insurance Options
For UK adults making the leap to self-employment, contractor work or starting a business, private health insurance becomes both more important and more complicated.
Why self-employed people specifically benefit from PMI
- No employer sick pay safety net — getting back to work fast matters financially
- NHS waits can be devastating for self-employed earnings — every week off work is income lost
- Mental health support for the stresses of self-employment
- Musculoskeletal cover particularly valuable for sedentary work (developers, designers, accountants, consultants)
- Premiums may be tax-deductible as a legitimate business expense if PMI is provided through your limited company
- Cover continuity for any conditions diagnosed during your employed years
UK self-employed PMI options 2026
- Personal PMI (paid from after-tax income): typical for sole traders; covers you only
- Limited company PMI (paid by the business): for company directors; tax-treatment as a Benefit in Kind requires reporting on P11D — discuss with your accountant
- Family policies: add partner and children to a single policy at typically 50-60% additional cost per family member
- Group policies for small businesses: even 2-3 people qualifies as a group with most major UK PMI insurers, sometimes with better rates than individual cover
- Continuation from a previous employer’s scheme — preserves pre-existing condition cover; switch to limited-company-paid PMI once your business is established
For broader self-employed context see our UK self-employed health insurance guide and limited company PMI tax treatment guide.
Freelancer & Contractor Cover
What freelancers and contractors specifically need to know
- You’re treated as self-employed for PMI purposes — even if working through an umbrella company
- Long-term contractors often have the option of income protection insurance alongside PMI — protecting earnings as well as health
- If you’re moving between contracts, gaps in PMI cover should be avoided — even short gaps can affect underwriting if you reapply later
- Limited company contractors typically pay PMI through the business for the tax efficiency
- IR35 considerations — if you’re inside IR35, your PMI may be subject to different tax treatment; discuss with your accountant
- WPA, Vitality and Bupa have particularly strong individual PMI products suited to freelancers and contractors
Joining a New Employer’s Scheme — What to Check
If your new job includes private medical insurance as a benefit, congratulations — but don’t assume the cover is equivalent to what you had before. Group PMI schemes vary enormously in quality, scope and waiting periods.
Questions to ask about new employer PMI
- Who is the insurer? Bupa, AXA Health, Aviva, Vitality, WPA — each has different hospital lists, claim processes, and cover terms
- What’s the cover level? Comprehensive vs core vs essentials — significant differences in outpatient limits, mental health cover, cancer cover
- What’s the hospital list? Does it include hospitals near you? Premium London hospitals?
- What’s the excess? £0, £100, £250, £500 — affects claim costs
- Are pre-existing conditions covered? Most large schemes use “Medical History Disregarded” (MHD) — meaning pre-existing conditions ARE covered with no waiting period — but smaller schemes may apply moratorium underwriting
- When does cover start? Day one, or after a probationary period?
- Are family members covered? If so, at what additional cost (often through salary sacrifice or P11D)
- What are the optional add-ons? Dental, optical, travel, international cover, mental health uplift
- Is there an Employee Assistance Programme (EAP)? Often included alongside PMI for mental health support
- Tax treatment — group PMI is typically a P11D Benefit in Kind, so you pay income tax on the value of the benefit
💡 The “Medical History Disregarded” question is critical
If you have pre-existing conditions and you’re joining a new employer scheme, ask specifically: “Is the new scheme on Medical History Disregarded (MHD) terms?” Most large employer schemes (1,000+ employees) are MHD — meaning you keep cover for pre-existing conditions from day one. Smaller schemes (under 100 employees) may use moratorium underwriting, which excludes pre-existing conditions for 2 years. The difference is enormous if you have active medical needs. If the new scheme uses moratorium, you may want to keep your continuation policy active in parallel — at least until any 2-year exclusion period has passed.
Group vs Personal PMI Compared
| Factor | Group/employer PMI | Personal/individual PMI |
|---|---|---|
| Who pays | Employer (P11D Benefit in Kind for employee) | You, personally |
| Cost to you | Income tax on BIK value (typically £200-£800/year) | Full premium, £28-£200/month |
| Underwriting | Often MHD (Medical History Disregarded) on large schemes | Moratorium or full medical (excludes pre-existing) |
| Cover level | Determined by employer | You choose |
| Family included | Sometimes optional add-on | You choose |
| Hospital list | Determined by employer’s choice of insurer | You choose insurer based on hospital list |
| Wellness benefits | Sometimes included (Vitality rewards, etc.) | Depends on plan choice |
| Portability | Lost when you leave the job | Yours indefinitely |
| Pre-existing protection if you switch | Continuation Option preserves cover | Continuation Option preserves cover when switching to new personal policy |
| Renewal control | Employer decides whether to renew/change insurer | You decide |
Real 2026 UK Personal PMI Costs After Changing Jobs
If you’re switching from employer to personal PMI, what should you expect to pay? Here are verified 2026 UK personal PMI premium ranges based on industry data and direct provider audits:
| Age | Personal PMI 2026 (Comprehensive) | Personal PMI 2026 (Core) |
|---|---|---|
| 25-30 | £40-£70/month | £28-£45/month |
| 30-40 | £50-£90/month | £35-£60/month |
| 40-50 | £70-£130/month | £50-£90/month |
| 50-60 | £100-£180/month | £70-£130/month |
| 60-70 | £140-£220/month | £100-£170/month |
| 70+ | £180-£300+/month | £130-£220/month |
Important note on continuation pricing: if you’re switching via a Continuation Option, expect to pay 20-40% MORE than the figures above for equivalent cover — because continuation preserves your pre-existing condition cover that wouldn’t otherwise be insurable. The premium is the price of keeping that protection. For most people with active medical needs, this is excellent value.
For broader UK PMI pricing context see our UK private health insurance cost guide and best UK health insurance reviews.
Step-by-Step: What to Do When You Know You’re Leaving
Your action plan — start 4 weeks before leaving
- Week -4: Contact HR — confirm your cover end date in writing; request the group PMI insurer contact details and policy number
- Week -4: Contact the insurer — request a Continuation Option quote in writing including the deadline to accept
- Week -3: Get comparison quotes — use a UK PMI comparison service to see what new personal policies would cost; particularly relevant if you have no pre-existing conditions
- Week -3: Assess your situation — do you have active medical needs? Are you joining a new employer scheme? When does new cover start? What gaps are there?
- Week -2: Make your decision — continuation, new market quote, or wait for new employer scheme
- Week -2: Complete continuation paperwork — typically a simple form plus payment details
- Week -1: Confirm cover dates — your new personal policy should start the day your group cover ends
- Day 1 of leaving: Verify policy is live — check your insurance certificate; confirm membership number; download the app
- Day 1 at new employer: Submit your new scheme application if relevant — confirm whether you keep your personal policy in parallel
- Month 1-3 post-leaving: Review and adjust — once settled, you may want to switch cover level, change insurer, or cancel personal cover if you’re happy with new employer scheme
Common Mistakes to Avoid
✓ What to do
- Contact HR and the insurer EARLY — at least 4 weeks before leaving
- Request continuation in writing — including deadlines
- Get continuation AND new market quotes — let comparison guide you
- Prioritise CPME protection if you have any current health concerns
- Maintain continuous cover — no gaps, even of a few weeks
- Check new employer’s scheme terms BEFORE assuming you’re covered
- Keep personal continuation policy active until new employer cover is confirmed and on MHD terms
- Document everything in writing — emails, policy schedules, certificates
✗ What to avoid
- Don’t assume cover continues automatically — it doesn’t
- Don’t miss the continuation deadline — once gone, the right to CPME is lost
- Don’t let cover lapse “to save money” — false economy
- Don’t apply for a brand new PMI policy without first checking continuation rights
- Don’t assume new employer’s PMI is equivalent — always check cover level and underwriting basis
- Don’t cancel continuation policy until new employer cover is confirmed and active
- Don’t forget family members — if they were on your group policy, they lose cover too
- Don’t rely on verbal confirmations — get everything in writing
Continuation Options by UK Insurer 2026
Each major UK PMI insurer has its own continuation pathway. Specific terms vary — these are typical 2026 positions but always confirm directly with your specific insurer:
| UK insurer | Continuation pathway 2026 | Typical deadline |
|---|---|---|
| Bupa | Bupa Personal Health Plan with continuation underwriting | Within 30-60 days of leaving |
| AXA Health | AXA Personal Health Plan with CPME continuation | Within 30-90 days of leaving |
| Aviva | Aviva Healthier Solutions or Distinct Plan with continuation underwriting | Within 30 days typically |
| Vitality | Vitality Personal Plan with continuation; Vitality rewards typically continue | Within 30-60 days |
| WPA | WPA Flexible Health with continuation underwriting | Within 30-90 days typically |
| The Exeter | The Exeter Health+ with continuation provisions | Within 30 days typically |
| Saga | Saga Health Insurance (over-50s only); continuation rare but available | Confirm directly |
| Freedom | Freedom Personal Plan with modular continuation | Within 30-60 days |
Important: Always confirm the exact continuation terms, deadlines and pricing directly with your specific insurer or via the broker handling your group scheme. The above is typical 2026 industry positioning, but individual schemes vary.
Special Situations
If you’re going on maternity leave
- Your group PMI typically continues during maternity leave (UK statutory leave protects benefits)
- Cover for pregnancy/maternity-related costs is usually NOT included (UK PMI generally excludes routine pregnancy care)
- If you decide not to return to work, treat as a normal “leaving job” scenario
- See our UK private maternity care guide
If you’re retiring
- Group PMI ends on your retirement date — same as any other leaving
- Continuation Options apply the same way; some insurers offer retirement-specific terms
- Consider switching to over-50s PMI or Saga Health Insurance
- Premiums increase with age — but continuation preserves pre-existing condition cover that becomes critical at older ages
If you’re moving abroad
- UK PMI typically only covers treatment in the UK
- For overseas living/working, international health insurance is needed instead
- If you may return to the UK within 1-2 years, some insurers offer “frozen” cover that can be reactivated
- Always confirm with your specific insurer before relying on this
If you’re taking a career break / sabbatical
- Treat as leaving — group PMI ends
- Continuation Options apply — keep personal cover during the break
- You can typically cancel the personal policy when you return to a new employer scheme
- Minimum policy terms vary — typically 1-12 months
The Honest 2026 Verdict
What you need to know about PMI when changing jobs
The single most expensive mistake UK adults make when changing jobs is letting employer PMI lapse without protecting pre-existing condition cover. Once the continuation deadline passes — typically 30-90 days from your leaving date — the right to CPME (Continued Personal Medical Exclusions) protection is gone forever. Any condition diagnosed during your time on the group scheme becomes a “pre-existing condition” that new insurers will exclude from cover for at least 2 years (and often permanently).
The action that protects you: contact HR and the group insurer at least 4 weeks before leaving. Request a Continuation Option quote in writing including the deadline. Compare with a fresh market quote. Make the decision based on your specific medical history — continuation almost always wins if you have any active health needs, while a fresh market policy may be cheaper if you’re young, healthy and have no significant medical history.
For redundancy, going self-employed, or starting your own business — the same rules apply but the stakes are often higher because you have no employer safety net for sick pay. PMI becomes more valuable, not less, when you’re self-employed. Limited company PMI offers tax efficiency for company directors. Always discuss with your accountant.
For joining a new employer’s scheme — don’t assume cover is equivalent. Check the cover level, hospital list, excess, and crucially the underwriting basis (MHD vs moratorium). If the new scheme uses moratorium underwriting, consider keeping a personal continuation policy active in parallel until any 2-year exclusion has passed.
The honest bottom line: protecting your private health insurance when changing jobs is one of the easiest ways to preserve significant healthcare value. Most people who lose cover do so because they didn’t know continuation was available — not because they actively chose to lose it. Now you know.
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Frequently Asked Questions
What happens to my private health insurance when I leave my job?
Your employer’s group private medical insurance typically ends on your last day of employment or the end of the month you leave. You don’t automatically keep it. However, most UK insurers offer a Continuation Option — a special pathway letting you convert the group policy into a personal policy with protection for pre-existing conditions diagnosed during your employment. The continuation deadline is typically 30-90 days from leaving. Contact HR and the insurer at least 4 weeks before your leaving date to request a continuation quote.
Can I keep my employer’s private health insurance after I leave?
You can’t keep the exact same group policy — that belongs to your employer. But you can typically continue cover via a personal policy with the same insurer through a Continuation Option, preserving cover for pre-existing conditions diagnosed during your employment. The premium is typically 20-40% higher than the group rate your employer was paying, but cover quality is preserved. Apply within the continuation deadline (typically 30-90 days from leaving).
What is a Continuation Option for UK private health insurance?
A Continuation Option (sometimes called CPME — Continued Personal Medical Exclusions) is a special policy switch offered by most major UK private medical insurers. It lets you convert a group/employer PMI policy into a personal/individual policy without new medical underwriting, preserving cover for pre-existing conditions diagnosed during your group cover. The personal policy is fully yours — you can keep it indefinitely, change cover at renewal, and add family members.
What is CPME (Continued Personal Medical Exclusions)?
Continued Personal Medical Exclusions (CPME) is the formal industry term for the underwriting basis used when continuing from a group PMI policy to a personal policy. “Continued” means cover continues without a break; “Personal Medical Exclusions” means exclusions are applied based on your individual medical history. In practice, conditions diagnosed during your group cover that were being treated under the group scheme typically continue to be covered on the personal policy. This is fundamentally different from new applications using moratorium or full medical underwriting — both of which typically exclude pre-existing conditions for 2 years or permanently.
How long do I have to take out a continuation policy after leaving my job?
Continuation deadlines vary by insurer but are typically 30-90 days from your leaving date. Bupa and Aviva tend to require action within 30 days; AXA Health and WPA often allow up to 60-90 days; specific group schemes may have different terms. Always confirm the deadline in writing with your specific insurer. Missing the continuation window means losing the right to CPME protection forever — any condition diagnosed during your group cover becomes a “pre-existing condition” that new insurers will exclude.
Will I lose pre-existing condition cover when I change jobs?
Only if you don’t use a Continuation Option. If you let your group cover lapse and apply for a brand new personal PMI policy elsewhere, that new policy will apply fresh underwriting — typically moratorium (excluding pre-existing conditions for 2 years) or full medical underwriting (excluding pre-existing conditions permanently). However, if you use a Continuation Option within the deadline, conditions diagnosed during your group cover continue to be covered on the personal policy. This is the most important reason to plan ahead before leaving a job with PMI.
How much does personal private health insurance cost in the UK 2026?
UK personal PMI 2026 typically costs £28-£200/month depending on age, location, cover level and excess. A 35-year-old healthy non-smoker typically pays £40-£70/month for comprehensive cover; a 55-year-old £100-£180/month; a 70-year-old £180-£300+/month. Continuation policies typically cost 20-40% MORE than equivalent new-market cover — because continuation preserves pre-existing condition cover that wouldn’t otherwise be insurable.
What happens to my health insurance if I’m made redundant?
Group PMI typically ends on your contractual leaving date — same as voluntary leaving. However, some redundancy packages include extended PMI as part of severance (typically 3-12 months of continued group cover); always check your settlement agreement. Continuation Options apply the same way — typically 30-90 days from cover end. If you’re approaching retirement age, redundancy can be a good moment to transition to over-50s PMI or Saga Health Insurance.
Do I need private health insurance if I’m going self-employed?
For most self-employed UK adults, PMI is more valuable than as an employee — because you have no employer sick pay safety net. Getting back to work fast matters financially. Limited company directors can pay PMI through the business for tax efficiency (subject to P11D Benefit in Kind reporting; discuss with your accountant). Sole traders typically pay personal PMI from after-tax income. If you have pre-existing conditions diagnosed during previous employment, use a Continuation Option to preserve cover when you go self-employed.
Can I have both employer PMI and personal PMI at the same time?
Yes, this is sometimes the right strategy — particularly if your new employer’s scheme uses moratorium underwriting that excludes pre-existing conditions for 2 years. Keeping a personal continuation policy active in parallel preserves cover for those conditions during the exclusion period. Once the 2-year moratorium has passed and the new employer scheme accepts your conditions, you can cancel the personal policy. This dual-cover approach costs more in the short term but protects against significant gaps in care.
What’s the difference between MHD and moratorium underwriting?
Medical History Disregarded (MHD) means pre-existing conditions are covered from day one — typical for large employer schemes (1,000+ employees). Moratorium underwriting excludes pre-existing conditions diagnosed in the previous 5 years for at least 2 years — typical for smaller employer schemes and most personal PMI applications. Full medical underwriting permanently excludes pre-existing conditions disclosed at application. When joining a new employer’s scheme, ask specifically which underwriting basis applies — it makes a major difference if you have active medical needs.
Can I switch UK health insurance providers without losing cover for pre-existing conditions?
Generally no — switching from one personal PMI to another typically means new underwriting that excludes pre-existing conditions. The exceptions: Continuation Options when leaving a group scheme to a personal policy (preserves cover); and Medical History Disregarded (MHD) underwriting on some large group schemes when joining a new employer. Always confirm the specific underwriting terms with your new insurer before assuming pre-existing conditions are covered.
What should I check when joining a new employer’s health insurance scheme?
Ask HR specifically: (1) Who is the insurer? (Bupa, AXA Health, Aviva, Vitality, WPA all have different terms). (2) Is the scheme on Medical History Disregarded (MHD) terms or moratorium? Critical if you have pre-existing conditions. (3) What’s the cover level? (Comprehensive vs core). (4) What’s the hospital list? (5) When does cover start? (Day one or after probation?). (6) Are family members included or extra cost? (7) Tax treatment — PMI is typically a P11D BIK, so you pay income tax on the benefit value.
Can a new employer’s PMI cover my pre-existing conditions?
Yes, if the scheme uses Medical History Disregarded (MHD) underwriting — which is typical for large employer schemes (1,000+ employees) with major insurers like Bupa, AXA Health, Aviva, Vitality and WPA. MHD means pre-existing conditions are covered from day one with no waiting period. If the scheme uses moratorium underwriting (more common for small employer schemes), pre-existing conditions are excluded for at least 2 years. Always ask HR specifically which underwriting basis applies.
What’s the gap between leaving my old job and starting a new one — do I lose cover?
If you do nothing, yes — cover ends on your leaving date. If you take out a Continuation Option policy starting the day your group cover ends, you maintain continuous cover regardless of any gap. The personal policy can be kept for as little as one month if needed. Avoid gaps even of a few weeks — once continuation deadlines pass (typically 30-90 days), the right to CPME protection is lost forever.
Is private health insurance tax-deductible for self-employed UK workers?
For sole traders: personal PMI is generally NOT tax-deductible (it’s considered a personal benefit). For limited company directors: PMI paid by the company is typically allowable as a business expense — but treated as a P11D Benefit in Kind, meaning the director pays income tax and Class 1A NIC on the value of the benefit. This is still often more tax-efficient than paying personally. Always discuss with your accountant — IR35 status and specific circumstances affect the answer.
Can I cancel my personal PMI when I join a new employer scheme?
Yes, typically — though minimum policy terms vary (often 1-12 months). Best practice: keep the personal continuation policy active until the new employer scheme is confirmed active and you’ve verified it covers your pre-existing conditions (i.e. uses MHD underwriting). If the new scheme uses moratorium, consider keeping the personal policy in parallel for at least 2 years to bridge any exclusion period. Once the new scheme is fully covering your needs, cancel the personal policy at the next renewal.
📚 Related UK private health insurance guides
Switching, continuation & underwriting:
- Moratorium vs Full Medical Underwriting UK
- Pre-Existing Conditions Cover UK
- How to Get UK Private Medical Insurance
- Switching Health Insurance UK
Self-employed & business PMI:
- UK Self-Employed Health Insurance
- Limited Company PMI Tax Treatment
- UK Business Health Insurance
- Contractor Health Insurance UK
Life-event & demographic guides:
- Over-50s Health Insurance
- Family Health Insurance UK
- UK PMI Maternity Add-On
- UK Income Protection
- Redundancy & Private Health Insurance
Cover types & pricing:
- UK Health Insurance Hub
- Best UK Health Insurance Reviews
- UK Health Insurance Cost
- Comprehensive vs Basic Cover
- Outpatient Limits Explained
Top UK health insurance providers:
- Bupa Health Insurance
- AXA Health Insurance
- Aviva Health Insurance
- Vitality Health Insurance
- WPA Health Insurance
- The Exeter Health Insurance
- Saga Health Insurance
- Freedom Health Insurance
- Association of British Insurers (ABI) — UK private medical insurance market data 2026
- LaingBuisson — Health Cover UK Market Report 2026
- FCA Financial Lives Survey — UK PMI market data
- HMRC — P11D Benefit in Kind guidance for employer-provided medical insurance
- UK insurer continuation option documentation (Bupa, AXA Health, Aviva, Vitality, WPA, The Exeter, Saga, Freedom)
- UK private medical insurance underwriting standards (MHD, moratorium, full medical, CPME)
- 2026 UK personal PMI premium audits across major providers
⚠️ Important Disclaimer
This guide is for general informational purposes only and does not constitute regulated financial or insurance advice. UK private medical insurance continuation terms, deadlines, underwriting bases and tax treatment vary by insurer and individual circumstances. Always confirm specific terms directly with your insurer or HR department before making decisions. For UK regulated insurance advice, consult an FCA-authorised insurance broker. For tax-related questions about employer-provided PMI or limited company PMI, consult a qualified UK accountant.
Editorial independence: Going Private UK is an independent editorial site with no commercial relationship with any UK insurer or broker mentioned in this guide. We may receive commission when readers request quotes through health insurance comparison links — this funds independent research and editorial content but does not affect our reviews or assessments.
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