To fight rising healthcare prices, employers could also be seeking to cut back healthcare advantages in 2026, in response to a brand new survey from consulting agency Mercer.
The survey, launched Wednesday, revealed that 51% of huge employers (500 staff or extra) stated they’re possible or very prone to make modifications that might shift extra prices to staff. This consists of growing deductibles or out-of-pocket maximums. In final yr’s survey, 45% of employers stated this.
Mercer’s survey was performed in April and included responses from 711 organizations primarily based within the U.S. This consists of 504 organizations with 500 or extra staff and 207 organizations with fewer than 500 staff.
The survey additionally discovered that employers are contemplating different methods to mitigate prices. For instance, 35% of huge employers will present a non-traditional medical plan choice in 2026, resembling a variable copay plan by which “copay quantities differ by particular person suppliers and members can see the quantities prior to creating an appointment,” in response to Mercer. Of the 6% of huge employers at the moment providing variable copay plans, 28% of their staff selected to enroll in them in 2025 on common.
“Employers mission common well being profit prices to develop by practically 6% this yr, and 2026 could also be much more difficult from a price perspective,” stated Ed Lehman, Mercer’s U.S. well being and advantages chief, in an announcement. “Whereas short-term price containment actions may be wanted to handle present funds realities, we additionally see some employers utilizing longer-term methods, resembling providing slender community plans, that emphasize high-quality, high-value care. These methods could enhance well being outcomes or make healthcare extra reasonably priced for workers.”
Mercer additionally discovered that the price of weight reduction medication like GLP-1s is of significant concern to employers. About 44% of huge employers cowl the medication for weight problems, and 77% stated that this can be very or essential to handle the price of GLP-1s.
“Whereas the pattern over the previous couple of years has been so as to add protection for GLP-1s accepted for weight-loss, some employers dealing with massive price will increase in 2026 could really feel this protection is out of attain,” stated Alysha Fluno, Mercer’s pharmacy innovation chief. “Employers are weighing the instant prices of protecting these medication in opposition to the potential for producing financial savings down the highway as soon as their workforce’s well being improves.”
As well as, 61% of huge employers are contemplating an alternative choice to conventional pharmacy profit contracts that would offer extra transparency on the price of medication and PBM providers.
Further findings from the survey embrace:
- About three-quarters of huge employers plan to supply digital stress administration or resiliency sources in 2026. This consists of apps for mindfulness, meditation and cognitive behavioral remedy.
- Greater than half of employers plan to offer in-person or dwell on-line sources for managing stress, resembling coaching periods or teaching.
- Extra employers are coaching their managers on how you can determine when staff are battling psychological well being challenges. About 40% of huge employers stated they’re conducting psychological well being coaching with managers.
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