To fight rising healthcare prices, employers could also be trying 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 probably or very more likely to make modifications that might shift extra prices to staff. This contains rising deductibles or out-of-pocket maximums. In final yr’s survey, 45% of employers stated this.
Mercer’s survey was carried out in April and included responses from 711 organizations based mostly within the U.S. This contains 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, comparable to a variable copay plan wherein “copay quantities range 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 present providing variable copay plans, 28% of their staff selected to enroll in them in 2025 on common.
“Employers venture common well being profit prices to develop by almost 6% this yr, and 2026 could also be much more difficult from a value perspective,” stated Ed Lehman, Mercer’s U.S. well being and advantages chief, in an announcement. “Whereas short-term price containment actions could be wanted to handle present funds realities, we additionally see some employers utilizing longer-term methods, comparable to providing slim community plans, that emphasize high-quality, high-value care. These methods could enhance well being outcomes or make healthcare extra inexpensive for workers.”
Mercer additionally discovered that the price of weight reduction medicine like GLP-1s is of great concern to employers. About 44% of huge employers cowl the medicine for weight problems, and 77% stated that this can be very or essential to handle the price of GLP-1s.
“Whereas the development over the previous couple of years has been so as to add protection for GLP-1s accredited for weight-loss, some employers dealing with giant 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 fast prices of masking these medicine 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 supply extra transparency on the price of medicine 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 contains apps for mindfulness, meditation and cognitive behavioral remedy.
- Greater than half of employers plan to supply in-person or dwell on-line sources for managing stress, comparable to coaching periods or teaching.
- Extra employers are coaching their managers on the way to establish 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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