A modern employee biomarker screening measures three things read together: blood biomarkers that reflect metabolic, cardiovascular and inflammatory health (glucose, HbA1c, blood lipids including ApoB, hs-CRP and more), a validated mental-wellbeing survey, and wearable data such as steps, resting heart rate and sleep. The point is not a single number but a fuller picture of preventable risk over time. As förebyggande företagshälsovård, the individual keeps their own detailed results, while the employer only ever sees aggregated, anonymised patterns across the group.
What the blood biomarkers measure
Blood is the densest single source of preventive signal. A typical panel groups markers by what they tell you. Metabolic: glukos and HbA1c reflect how the body handles blood sugar over days and months — early drift here is one of the most actionable findings in working-age adults. Cardiovascular: a lipid panel plus ApoB gives a clearer read on circulating atherogenic particles than cholesterol alone. Inflammation: hs-CRP is a low-grade inflammation marker linked to long-term cardiovascular and metabolic risk. Around these sit markers of kidney and liver function, blood count, and micronutrients. None of this diagnoses disease — it flags where a person may want to act early and, where relevant, speak to their own doctor.
Why a wellbeing survey belongs in the picture
Physical markers alone miss a large part of workplace health. Stress, sleep quality, mood and perceived recovery shape both long-term biology and short-term sick leave. A screening that includes a validated questionnaire — evidence-led instruments rather than an ad-hoc form — turns subjective experience into something trackable over time. Read alongside blood and wearable data, it can show, for example, that a rising resting heart rate coincides with reported poor sleep and elevated hs-CRP, pointing to a recovery problem rather than three unrelated blips. It is a wellbeing signal, not a clinical diagnosis.
What wearables add
Wearable integration brings the day-to-day layer a blood draw cannot. Steps give a simple proxy for daily movement, resting heart rate trends track cardiovascular fitness and recovery, and sleep patterns underpin nearly every other marker. Because these update continuously, they turn an annual snapshot into an ongoing trend line and help a person see whether a change they made is actually working. Integration is opt-in, and the same privacy rule applies: individual streams stay with the individual.
What employees get, and what employers get
This distinction is the heart of a trustworthy programme. The employee gets their own detailed results, plain-language context on what each marker means, trends over time, and guidance on where to focus — theirs to keep, and theirs to share with a doctor if they choose. The employer gets only aggregated, anonymised insight: group-level themes such as the share of participants with elevated cardiometabolic risk, or reported sleep quality across a large enough cohort to prevent re-identification. An employer never sees an individual's biomarkers, survey answers or wearable data. That separation is what lets a company invest in prevention without becoming a party to anyone's medical information.
Privacy and how it is built
Because this is health data, the technical and legal foundations matter. Data handling is designed around GDPR and EU data residency. Individual results are the individual's; aggregation thresholds and anonymisation sit between raw data and anything an employer can view. Any biological-age figure is presented as an estimate, not a validated diagnostic result.
