Immunization is a workforce strategy

Outpatient visits for this year's flu-like illness reached the highest rate on record since 1997, illustrating how quickly vaccine-preventable diseases can strain both health systems and workplaces.

For employers, and especially for the HR and benefits leaders responsible for keeping workforces healthy and productive, this should be a wake-up call: Vaccination is not just a public health measure. It's a business strategy.

In an increasingly polarized health environment, organizations must cut through misinformation with clear, evidence-based guidance that supports employee trust and organizational resilience.

Vaccines have eradicated smallpox, nearly eliminated polio, and dramatically reduced the prevalence of diseases like measles and whooping cough.

These successes stem from decades of rigorous, peer-reviewed research and continuous safety monitoring — evidence employees rarely see yet urgently need to hear.

As vaccine discussions become more politicized, many workers feel confused or hesitant.

Employers are uniquely positioned to address that gap with transparency, empathy, and science-based communication.

Why immunization matters to employers

In a tight labor market, disruptions from illness can derail staffing, operations and productivity.

High vaccination rates help reduce spread, protect clinically vulnerable employees and dependents, and mitigate absenteeism that drives up costs.

For self-funded employers in particular, vaccine-preventable illness can translate directly into increased claims, overtime needs, and lost work hours.

Employee trust is also at stake.

The topic of vaccinations remains highly divisive, and HR leaders are often considered trusted, credible, and accessible sources over unfamiliar public health entities.

Related: 45% of insured adults now trust AI as much as their physician

Communicating clearly and consistently can strengthen organizational culture and show that leadership prioritizes employee well-being.

Evidence-based truths to communicate

Employees benefit from simple, consistent messages.

The following truths can anchor your internal communication strategy:

◆ Vaccines save lives and prevent serious illness that drives avoidable medical costs.

◆ Recommendations are grounded in science, developed through rigorous, peer-reviewed research, and updated by public health authorities.

◆ High vaccination rates protect communities, reducing spread and shielding clinically vulnerable employees and dependents.

◆ Safety is continuously monitored from clinical development through post-market surveillance.

◆ Employers are essential partners via benefit design and clear communications.

What benefits leaders can do now

Here are ways to create a strong immunization program.

1. Design benefits for ease of access: Ensuring equitable access begins with benefit design.

Cover routine vaccinations under both medical and pharmacy plans with no cost-sharing.

Provide employees with the option to receive immunizations through their primary care provider, local pharmacy, or on-site/near-site clinics.

Convenience matters, especially for hourly workers, caregivers, and those with limited flexibility.

2. Communicate proactively and regularly: In today's news and social media environments, employees may receive conflicting or inaccurate information.

HR leaders can counter this with communication through newsletters, intranet updates, manager toolkits and social media.

3. Promote provider choice: Some employees prefer pharmacists for their immunizations, while others trust their doctors.

Preserving provider choice helps remove barriers and prevents delays in care.

4. Elevate the employee experience: Vaccination programs that prioritize convenience and clear communication reinforce a culture of caring.

When employees feel supported, not pressured, they're more likely to participate.

Employers and business health coalitions have a unique opportunity to help protect communities by promoting vaccine education and improving access.

By designing benefits that reduce friction, communicating in ways that build trust, and anchoring their guidance in evidence-based science, HR and benefits leaders can play a defining role in shaping healthier, more resilient workplaces.

Cheryl Larson is the president and chief executive officer of the Midwest Business Group on Health. She serves on the board of the National Alliance of Healthcare Purchasing Coalitions and on the University of Michigan's Value-Based Insurance Design National Task Force on Low-Value Care.