The National Alliance recommends drug management strategies for employers include:

Request broker or pharmacy consultant provide an update on drug pipelines and launches to determine if market releases will impact prescriptions and prices
Consider adopting a custom formulary design or use a phased-in approach, one that is not rebate-driven
Add biosimilars on formulary once they are launched; require all new biosimilar releases be placed in the generic tier to increase adoption
Request pharmacy benefit managers (PBMs) share formulary strategy to support overall workforce needs (especially those with limited access or equity challenges)
Do not be lured into 340B pricing plans; ensure the lowest net cost – without rebates – or consider a phased approach
When multiple biosimilars are available, offer incentives for the use of all biosimilars in the same drug class over the reference product
Carve out specialty drugs and/or biosimilars with a specialty PBM or pharmacy if that option provides better outcomes

The National Alliance also says employers have been misled to believe biosimilar adoption will lead to branded product losses in rebates and cause biosimilar cost to increase. However, as patent protections expire for drugs like the rheumatoid arthritis injectable Humira after 20 years and $200 billion in revenue, employers need to push for credits, incentives, discounts and/or rebates from biosimilar companies to be passed on to the employer or the patient.

Instant Insights /

Biosimilars: Safe, effective treatment options that lower the cost of prescription drugs

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