When it comes to 2025 employee benefits trends, many companies are seeking innovative solutions to meet the changing needs of their workforce. Shaped by changing work environments, economic pressures, and technological advancements, the following trends are emerging as essential components of a competitive benefits package. Keep reading to learn more.
1. Cost-management strategies to maintain affordability
The cost of healthcare benefits will continue to rise in 2025, due to factors including inflation, heightened demand for expensive pharmaceuticals, and the ongoing burden of treating cancers and chronic conditions. Medical costs represent the most significant benefits expense for employers. They are expected to rise 8% in 2025, the highest increase in 13 years [1]. This will put pressure on employers committed to maintaining these and other healthcare benefits.
Cancer remains a top condition driving cost, with costs fueled by factors such as the growing cost of cancer treatments and the increased prevalence of cancer among younger populations. However, it is important to note that employers have also reported musculoskeletal conditions as an ongoing cost concern, while 40% of employers have reported cardiovascular conditions among their top three cost drivers [2].
Employers committed to continuing to provide their employees with comprehensive offerings will look to lower spending while improving outcomes and experiences. However, with healthcare costs continuing to skyrocket, employers will need to seek the right partners to help improve outcomes and lower long-term healthcare costs.
2. Personalized care options
Another major trend in employer benefits is the increasing focus on personalized healthcare. Today’s employees want benefits that are unique to their health needs and lifestyles, not a one-size-fits-all package. As such, more companies will look to tailor benefits to better suit the individual needs of each employee. This will enable them to choose specific coverage options based on their health status and lifestyle.
The use of data analytics can provide employees with tailored health recommendations based on their health risks and needs. Targeting specific needs can enable employers to promote preventive care and address health concerns proactively to reduce the risk of more costly and serious health issues and complications. Employers who leverage data-driven platforms to offer personalized options will stand out regarding employee recruitment and retention.
3. Preventive care to combat increased chronic disease prevalence
Healthcare professionals and government agencies have warned for decades that the U.S. has a crisis of chronic disease. The CDC estimates that 60% of Americans have at least one chronic condition and 40% have two or more [3]. Although chronic conditions are more likely to affect older people, conditions that used to almost exclusively affect adults now impact younger people at much higher rates [4].
Chronic diseases are also just naturally more expensive than most other conditions. Patients in need of chronic care management often require frequent visits to their provider or a specialist and need expensive imaging tests and scans, specialty drugs, and ongoing monitoring. The CDC estimates that 90% of all healthcare costs in the U.S. go toward treating chronic disease, about $4.1 trillion a year [5].
Fortunately, many chronic diseases are also preventable and avoidable. Conditions like heart disease and diabetes can be linked to lifestyle choices that are within a patient’s own hands to change. Preventive healthcare is taking center stage in benefits packages, with employers recognizing its value for individual well-being and overall cost savings. Many plans are expanding access to preventative care, from annual physicals to health screenings and wellness programs. Encouraging employees to prioritize health can lead to better outcomes and lower healthcare costs in the long term.
4. Leveraging technology to improve employee healthcare experiences.
In 2024, data, analytics, and technology will all play crucial roles in strategic decision-making. Employers are increasingly turning to technology to provide the analytics they need to support their decisions and more accurately predict the impact of their investment in healthcare and benefits.
The use of personalized digital health platforms can enable better access to information, preventive care reminders, chronic disease management tools, telehealth consultations, and streamlined claims processes. Other technologies to improve patient experiences and outcomes include:
- Virtual consultations with doctors through video or phone calls provide convenient access to healthcare, especially for diverse and dispersed workforces
- Care coordination platforms and tools to manage chronic conditions by facilitating communication between healthcare providers, specialists, and patient
- User-friendly online tools to help employees understand their health plan options, select the best coverage, and estimate out-of-pocket costs
Leveraging the right technology can help contribute to improved employee well-being and potentially reduce healthcare costs for companies.
Partner with LetsGetChecked
Our team can help you support employee wellness and improve health outcomes in 2025. Offer a full lifecycle of care or pick and choose from our breadth of services to create one or multiple programs that align with your goals and broader benefits strategy. Our accessible preventive care and actionable health insights meet your employees where they are to identify disease risks early and reduce long-term medical costs.
References
- https://www.pwc.com/us/en/industries/health-industries/library/behind-the-numbers.html
- https://www.beckershospitalreview.com/patient-safety-outcomes/the-3-conditions-driving-healthcare-costs-up-for-employers-report.html
- https://www.cdc.gov/chronic-disease/about/index.html
- https://www.cdc.gov/mmwr/volumes/71/wr/mm7130a3.htm
- https://www.cdc.gov/pcd/issues/2024/23_0267.htm
