Doctor-Patient
Nearly one-third of employers have enhanced their medical benefits to boost their recruitment and retention efforts, according to benefits and human resources consulting firm Gallagher, which recently released the U.S. edition of its annual “Benefits Benchmarks” report.
Part of the company’s “2025 Workforce Trends Report Series,” the 34-page document covers benefits benchmarks to help employers better support the health and wellbeing of employees and their families. Data and insights are based on the results of Gallagher’s “U.S. Benefits Strategy & Benchmarking Survey,” which gathered information from more than 4,000 organizations.
“Maintaining prescription drug benefits amid rising costs is challenging, particularly for specialty drugs,” the report notes. “Many employers are reluctant to increase direct cost sharing, choosing instead to implement plan design changes and renegotiate pharmacy benefit manager (PBM) contracts. Compliance with legislation, management of GLP-1 medications for obesity, and various cost management strategies for specialty pharmacy require careful attention to maintain the sustainability of these benefits.
“The evolution of voluntary benefits from supplementary offerings to essential components of a comprehensive employee benefits package can help tailor benefits to meet individual needs and enhance the employee experience,” the report continues. “To further support employees, employers are also increasingly adopting holistic wellbeing strategies that encompass physical, emotional, career, and financial health.”
To that end, the report — which includes sections on medical benefits, pharmacy benefit management, voluntary benefits, wellbeing initiatives, and absence management — cites the following top five trends:
1. Shifting away from high-deductible plans: In 2025, 55% of employers offer a consumer-driven health plan with a health savings account, compared to 40% that did so in 2020.
2. Examining PBM contracts more closely: More employers are examining the terms and conditions of their contracts and showing an increased willingness to consider alternative contracting models and vendors.
3. Meeting employee needs with voluntary benefits: Options such as quality-of-life products, long-term care solutions and identity theft protection are helping employers meet the needs of a diverse workforce.
4. Investing in employee growth and development: Doing so affirms the value of employees’ skills and contributes to an environment in which everyone thrives.
5. Supporting employees with family-friendly policies: Parental leave and salary top-up during pregnancy-related disability and new child/parent bonding leave help create a family-friendly culture.
“An empowered people strategy not only helps you achieve your objectives but also fosters sustainable growth,” according to the report. “Your people drive results through their creativity, dedication, and resilience. And by investing in their health, wellbeing, and development, you can unlock their full potential.”
© Arc, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to TMSalesOperations@arc-network.com. For more information visit Asset & Logo Licensing.