Employers are picking up much of this tab, with contributions increasing nearly 37% over the last five years, versus an 11% gain for employees.

Strategies to minimize costs:

•Vendor performance rating: Employers are increasingly utilizing the request for proposal (RFP) process to negotiate better prices and will replace underperforming vendors in order to optimize healthcare expenditures.

•Alternative health care models: Considering alternative models to customary health plans and pharmacy benefit manager (PBM) models has the potential to provide more economical solutions without lowering the quality of care.

2. Fostering employee wellbeing

The definition of employee wellbeing has broadened to include not just physical wellbeing but also mental health, social relationships, and caregiver care. It is imperative to realize the integrated nature of this concept to ensure workforce productivity and job satisfaction.

Wellbeing support initiatives:

•Mental health initiatives: Adopting holistic mental health care systems such as counselling programs and stress management training courses provides for the increased demand for mental wellbeing.

• Caregiver support: Offering support and adaptable policies for caregivers employed with an organization can reduce stress and enhance job satisfaction.

3. Geographic disparities in access to health care

For multi-national corporations, maintaining uniform health care benefits across various regions is complicated but important. Equitable access to affordable, quality care is becoming a bigger issue with geographic disparities.

Strategies to bridge gaps

•Global benefits management: Creating wellbeing programs globally applicable with local sensitivities taken into account to align with strategic corporate goals facilitates fair care.

•Telehealth services: Utilizing telemedicine allows remote workers access to healthcare professionals in a timely manner, addressing location-based restrictions.

4. Shaping health care delivery with technology

Technological changes are revolutionizing health care delivery, presenting possibilities for improving patient experience and outcomes. But they also come with the challenge of implementation and scalability.

Technology innovations:

•Artificial intelligence (AI): AI has the ability to accelerate decision-making, support provider practices, and tailor patient care plans to improve outcomes.

•Digital health platforms: Utilizing digital platforms that facilitate easy access to care, including appointment scheduling applications and virtual consultation sites, increases convenience for employees.

5. Targeting specific health conditions

Some health conditions, particularly cancer and musculoskeletal disorders, are major cost drivers for employers. Specialized approaches are necessary to control these.

Targeted health strategies:

•Cancer care initiatives: As cancer continues to be the leading condition contributing to costs, employers are embracing strategies to tackle treatment costs and ramping up efforts to enhance cancer prevention education.

•Musculoskeletal (MSK) programs: The implementation of digital physical therapy programs and centers of excellence (COE) programs resulted in a 50% reduction in MSK costs for certain employers, emphasizing the effectiveness of focused interventions.

6. Navigating private health care growth

The rapid expansion in private health care raises issues for public health systems. For example, Bupa's pre-tax profits rose by 72% in 2024, which points to increased demand for private health care.

Thoughts for employers:

•Private health care options: Providing private health care options through the workplace may reduce pressure on public health systems and enable employees to access services more rapidly.

• Balanced approach: It is important that private health care serves to supplement but not supplant public health care so that there is equal access to care.

7. Keeping employees with health conditions in work

Securing more help for those with poor health to remain at work could be saving governments millions of pounds, as well as employers themselves through enhanced productivity and decreased absenteeism.

Supportive measures

•Vocational rehabilitation: Implementing programs that help employees return to work following illness can ease transitions and minimize long-term absenteeism.

•Flexible work arrangements: Providing flexible work schedules or telecommuting can support employees' health requirements, leading to retention and job satisfaction.

8. Reassessing workplace insurance benefits

As health needs change, employers are re-examining their insurance options to fit better with worker demands and budget effectiveness. Overall benefits packages play an important part in recruiting the best workers as well as holding onto them.

Top things to keep in mind:

•Personalized health plans: More versatile, tailor-made health plans to suit varied employee groups is what employers are opting for these days.

•Superseded coverage: Fertility care, gender-confirmation treatment, and increased mental health coverage on insurance policies are emerging as focal points for cutting-edge companies.

9. Enhancing public-private partnerships

Public-private partnerships are critical for enhancing health care access and innovation. Employers and benefits consultants are increasingly influencing healthcare policy and models of delivery.

Collaborative strategies:

•Employer-sponsored clinics: Certain organizations are investing in near-site or onsite clinics to create direct access to health care for employees.

•Policy advocacy: Firms are partnering with policymakers to create sustainable healthcare solutions that enhance the interests of both employers and employees.

Conclusion

Health system leaders, employers, and benefits consultants will be required to be proactive in meeting the increasing cost, employee health, access to health care, and health technology trend challenges. Through adopting progressive strategies, cooperation, and investing in preventive medicine, organizations are able to establish a more efficient and effective health system that can withstand pressures. The achievements of these strategies not only benefit employees' health results but also bring long-term business growth and sustainability.

Manish Kumar Jaiswal is head of healthcare (US) at Newgen Software.