The first step is understanding the factors driving this ongoing upward cost trend. Some of the key contributors include:

Specialty drugs – The most recent Employer Health Care Strategy Survey from Business Group on Health found that 95% of employers are concerned or very concerned about patient and plan affordability of higher-cost drugs. Pharmacy coverage continues to be a primary cost driver for employers, with its percentage of employers' total health care spend increasing from 21% in 2021 to 27% in 2023. According to the 2025 survey, 96% of employers are concerned or very concerned about the appropriate use and/or long-term cost implication of GLP-1s and other new weight-management medications.
Ongoing pandemic repercussions – At the height of the pandemic, many people delayed care, including treatment for chronic conditions and preventive screenings, and the impact of that is being felt now in terms of both outcomes and costs. For example, data shows that preventive care screenings dropped well below usual levels during the pandemic, so experts and employers alike are anticipating a surge in later-stage cancer diagnoses and avoidable complications of chronic conditions, significant cost drivers that half of employers indicate is their top contributor to increased costs.
The complexity of benefits – In response to rising costs, many employers have shifted more responsibility to their employees to manage their own care. However, without providing the employee with easy access to the support needed to navigate the health care system, this leads to more unnecessary care, less focus on the value of care, and unfortunate outcomes.

There are opportunities for employers and their partners to counter these cost drivers and maximize their benefits spend, ensuring they can provide the benefits employees have come to expect.

Instant Insights /

Making the most of your benefits spending: 3 ways to reduce health care costs

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