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Employers Brace for Biggest Health Benefit Cost Increase Since 2010 – How to Stay Ahead

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A new survey from the Business Group on Health paints a sobering picture for 2025: employers are bracing for an average 9% increase in healthcare costs. That’s up from an already hefty 8% projection and marks the largest annual jump since 2010.

The survey, which included responses from 121 large employers covering more than 7.4 million employees, highlights the key cost drivers behind this surge:

  • GLP-1 weight-loss drugs (like Wegovy and Zepbound), which are in high demand and come with very high price tags.
  • Rising use of high-cost therapies, particularly specialty drugs and advanced treatments.
  • Increased prevalence of mental health conditions, with more employees seeking support and treatment.

Employers are already strategizing about how to cope:

  • 34% say they’ll negotiate harder with vendors.
  • 22% are considering cutting back coverage for GLP-1 drugs.
  • 3% would even consider moving away from traditional health benefits entirely in favor of stipends.

At the same time, there’s positive momentum around preventive care. By 2026, 43% of employers plan to cover comprehensive breast cancer screenings as preventive care (up from just 25% today). That shift reflects a growing recognition of the value of early detection and wellness initiatives.

What This Means for Employers

The message is clear: health costs are rising, and employers need to adapt quickly and strategically. Simply absorbing higher premiums isn’t sustainable—and cutting benefits can backfire when it comes to retention and morale.

This is where innovation and smart planning come into play:

  • Exploring partially self-funded models to regain control over claims.
  • Leveraging voluntary benefits to broaden offerings without breaking the bank.
  • Prioritizing data-driven benchmarking to make sure your benefits are competitive and cost-efficient.
  • Emphasizing wellness and preventive care to bend the cost curve long-term.

How CorpStrat Can Help

At CorpStrat, we specialize in helping employers navigate exactly these kinds of challenges. We’ve been through cycles of rising costs before, and we know that with the right strategy, you can:

  • Control rising costs without gutting coverage.
  • Negotiate better with carriers and vendors.
  • Design benefits programs that attract and retain top talent.
  • Implement digital tools that streamline administration and improve employee engagement.

The bottom line: cost increases are real, but so are the opportunities to innovate. If your company is facing renewal decisions this fall, now is the time to get a second opinion and explore creative solutions before making tough cuts.

Let’s Talk

If you’re concerned about your 2025 benefits strategy—or just want to see how your plans stack up against others—reach out. At CorpStrat, we’ll help you benchmark, strategize, and implement solutions that work for your bottom line and your people.

It’s Renewal Time – Now What??

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The majority of US employers will be getting a very thick package in their inboxes from their insurance company in the next 60 to 90 days. Included in this is their plan renewal for their benefits, which may include potentially a rate adjustment, as well as plan benefit changes – some of which are mandated by law, and some of which are a function of an evolving landscape of benefit plans and design structures.

What to do?

If you’re an employer and you deliver benefits to your team, which by and large includes nearly all businesses, especially those mandated by law to provide at 50 lives, this is a critical time for you to review both the opportunity to renew your existing plans, and/ or consider the opportunities that the insurance market might bear, as there are many choices, plans, benefits, and programs.

At CorpStrat, the process starts with a strategy call with your Account Manager, and an understanding of how your benefit programs play into your recruitment and retention planning – and also understanding the specific nuances, health care concerns, and cash flows that dictate what you offer and how.

Your call might involve benchmarking, a review or your culture, workers preferences, surveying employee opinion on benefit choices, and understanding the cost sharing structure that you currently offer to your team – which can drive net costs to you as an employer.

Once an understanding of your goals is achieved, our team reviews the marketplace, as well as your current offering and makes a recommendation for the coming plan year. Our experienced and veteran advisors are live humans, no call centers!

Open enrollment typically is done with digital engagement tools and employees get time to select plans and cost sharing and most companies offer voluntary plans as well.

If you or someone on your team would like CorpStrat guidance, leadership, and direction or you know of a company that could benefit our services, please reach out.

The highest compliment we can get is a referral from our existing clients!

Note that insurance companies are overwhelmed at this time of year too, so the sooner you get a planning and strategy done, the better your outcomes will be.

Remember, CorpStrat is one of the states leading providers of employee benefits, and we get paid directly from insurance carriers. There’s no additional charge for our services. Why not work with advisors, not call centers? Call or email us.

Why Communicating Your Benefits Is More Critical Than Ever

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Every year, companies invest tens or even hundreds of thousands of dollars into employee benefits. Health insurance, life and disability coverage, retirement plans, HSA contributions, and voluntary perks are core elements of a competitive compensation package. But what if your employees don’t understand the value of what they’re receiving?

The truth is—many don’t.

When Benefits Go Unseen, Value Goes Unfelt

Employees often overlook or underestimate their benefits simply because they’re not clearly communicated. The result? Your people may assume their paycheck is the whole story—and your company loses out on the credit and loyalty those benefits are supposed to drive.

HR and leadership teams work tirelessly to secure these offerings, yet without engaging communication, they may go unnoticed. That’s not just a missed opportunity—it’s a silent drain on your culture, your retention, and your ROI.

The Good News? It’s Fixable—with Just Minutes a Week

Creating value from your benefits isn’t about big budgets or massive time investments. At CorpStrat, we’ve found that even a few minutes a week spent educating your workforce can completely transform perception.

We’re helping clients do just that using:

  • Live, interactive benefits brochures
  • Custom microsites tailored to each employer
  • QR codes for instant access on mobile
  • Flipbooks that bring benefit summaries to life

These tools make a small company look like a big player. They allow employers to compete for talent, no matter their size.

Leveling the Playing Field for All Employers

Here’s the truth: employers of all sizes are in the same sandbox when it comes to benefit offerings. Whether you have 10 employees or 1,000, you can often access the same group products, the same guaranteed issue life and disability limits, and the same voluntary benefit options.

Want to attract top-tier talent? You don’t need a Fortune 500 budget—you need a clear, compelling message.

This is especially true now, as expanded access to Health Savings Accounts (HSAs) and portable voluntary benefits make robust benefit programs more accessible than ever.

Make Your Benefits Sizzle. Let Them See the Value.

At CorpStrat, we believe benefits should feel like a gift, not a mystery. We specialize in helping employers turn dry summaries into dynamic assets that employees understand, appreciate, and talk about.

Ask us how we can help you create a live, professional benefits booklet and microsite for your team.

We’ll help you tell your story—because if you don’t, someone else will.

Top 10 Employee Benefits Priorities for Employers as the Year Ends

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As the year winds down, employers have a crucial opportunity to fine-tune their employee benefits strategy. Open enrollment is wrapping up, and now is the time to ensure your benefits package is ready to meet employee needs and support your 2025 business goals. A strong, competitive benefits program doesn’t just attract top talent—it also drives employee satisfaction and retention.

At Corpstrat, we specialize in helping businesses navigate these challenges. Here are the top 10 employee benefits priorities to focus on before the year ends.

1. Finalize Open Enrollment Communications

A successful open enrollment hinges on clear communication. Ensure your employees understand their options, any changes for 2025, and the enrollment deadlines. Use multiple channels—emails, webinars, printed guides, or one-on-one meetings—to make sure everyone feels informed and confident in their choices.

2. Review 2025 Plan Design Changes

Have you updated your plans for 2025? Whether it’s adjusting premium contributions, coverage options, or introducing new benefits, now is the time to finalize your offerings and communicate the value to your team. A clear, competitive plan goes a long way toward boosting employee satisfaction.

3. Proactively Address Premium Increases

If your organization is facing premium increases, consider offering creative solutions. Pairing high-deductible health plans (HDHPs) with Health Savings Accounts (HSAs) or adding wellness programs can help employees offset costs while staying engaged in their health.

4. Assess Participation Rates

Look at this year’s enrollment data. Are some benefits underutilized? Targeted communication campaigns can help increase awareness of valuable programs like telemedicine, financial wellness tools, or mental health resources. Better utilization can lead to better outcomes for your employees.

5. Confirm Compliance with Regulations

Don’t let compliance issues derail your progress. Ensure you’re meeting requirements for ACA reporting, COBRA administration, and HIPAA. With state and federal laws constantly changing, a compliance review is essential to avoid penalties and keep your team protected.

6. Invest in Mental Health and Well-being

In today’s workplace, mental health is non-negotiable. Expanding your offerings to include Employee Assistance Programs (EAPs), access to licensed therapists, or digital well-being tools can make a world of difference to your employees—and show that you truly care.

7. Consider Long-Term Care Insurance

As caregiving demands increase, long-term care insurance is becoming a must-have benefit. Adding this option to your benefits package positions your organization as forward-thinking and family-focused, helping employees plan for their future with peace of mind.

8. Audit and Optimize Your Current Benefits

Year-end is the perfect time for a benefits audit. Are your programs delivering value? Are you paying for benefits employees don’t use? Adjust your offerings to maximize employee satisfaction and your return on investment.

9. Promote Ancillary Benefits

Ancillary benefits like dental, vision, disability insurance, and voluntary offerings such as pet insurance or legal support can significantly enhance your package. These are low-cost options for employers that provide high perceived value to employees.

10. Plan a 2025 Benefits Communication Strategy

Open enrollment is just the start. Develop a year-long communication strategy that educates employees about their benefits, keeps them engaged, and ensures they make the most of your offerings. A proactive approach to education can lead to higher satisfaction and better utilization.

How We Can Help

At CorpStrat, we specialize in helping businesses like yours navigate the complexities of employee benefits. From designing competitive plans to creating effective communication strategies, we ensure your offerings deliver maximum value—for both your employees and your bottom line.

Let’s talk! Whether you need a compliance check, assistance with open enrollment, or ideas for new benefit offerings in 2025, we’re here to help. Schedule a free consultation today to see how we can support your business.

Your benefits strategy is one of your most powerful tools for attracting, retaining, and rewarding your team. Let’s make it work for you.

Why Long-Term Care Insurance is the Employee Benefit You’re Probably Overlooking

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As an employer, you’re likely offering a range of benefits to attract and retain top talent: health insurance, retirement plans, and perhaps some voluntary perks.

But there’s one critical benefit that many employers are overlooking: long-term care insurance (LTC). This relatively new offering can be a game-changer, not just for your employees but also for your business.

What is Long-Term Care Insurance?

Long-term care insurance provides financial support for individuals who need assistance with daily living activities due to aging, chronic illness, or disability. It covers care received at home, in assisted living facilities, or nursing homes, which are not typically covered by regular health insurance or Medicare.

Why Should You Offer It?

1. Growing Demand
As life expectancy increases, so does the need for long-term care. Yet, few people are prepared for the significant costs associated with it. Offering LTC insurance addresses a growing concern among employees, especially those with aging parents or their own health considerations.

2. Voluntary or Employer-Sponsored Options
This product is flexible. It can be offered as a voluntary benefit, allowing employees to opt in if they choose. Alternatively, you can sponsor the plan fully or partially for a select class of employees, giving you control over the costs while enhancing your benefits package.

3. Guaranteed Acceptance
One of the most appealing aspects for employees with health concerns is that long-term care insurance may offer guaranteed acceptance. This means that even if an individual has pre-existing health conditions, they can still obtain coverage, which is often not the case with individual policies.

Offering long-term care insurance not only provides financial protection for your employees but also enhances your company’s benefits package, helping you stand out in the competitive job market. By adding LTC to your benefits suite, you’re showing your employees that you care about their long-term well-being—not just their immediate health.

If you’re not offering this benefit yet, now is the time to consider it. Reach out to us at CorpStrat to explore how employer sponsored long-term care insurance can fit into your overall employee benefits strategy.

Effective Strategies for Communicating Employee Benefit Plans to Your Team

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As we move into 2025, many companies are already in the midst of their renewal periods, making it a crucial time to communicate the full value of employee benefits to your team.

Open enrollment isn’t just a time for employees to select their benefits—it’s an opportunity to reinforce the value of your overall benefits package and make sure employees understand the benefits available to them.

Employee benefits remain a key component of any company’s compensation structure, directly impacting employee satisfaction, retention, and the overall work culture. However, the value of these benefits can only be fully realized when communicated effectively. A strategic communication plan ensures your team knows how to navigate their benefits, use them wisely, and feel supported by their organization.

Here are some top strategies to communicate employee benefits effectively:

1. Tailor Communication to Employee Segments

With companies in the middle of renewals, it’s especially important to avoid the trap of a one-size-fits-all approach. Tailor your messages to address the unique needs of different employee groups. Consider dividing employees based on job roles, demographics, or life stages. This segmentation allows you to deliver targeted information that speaks directly to each group’s specific concerns, ensuring your message is more relevant and impactful.

2. Provide Clear and Easily Accessible Information

Amidst the open enrollment period, employees are making important decisions about their benefits. Ensure they have access to clear, concise, and jargon-free information. Keep all resources in an easily accessible location, like an intranet portal or benefits hub, so employees can revisit the materials as needed. Adding step-by-step guides and FAQs can also help simplify the decision-making process, giving employees confidence in their choices.

3. Use Multiple Communication Channels

Not everyone engages with information in the same way, especially during the busy renewal period. To maximize reach, use a variety of communication channels such as emails, internal newsletters, intranet posts, and virtual meetings. Incorporate visual aids like infographics or short videos to break down complex information in an engaging and digestible format.

4. Maintain Ongoing Communication Beyond Open Enrollment

While open enrollment is a natural focal point, your communication efforts shouldn’t stop there. Keep the conversation going by regularly reminding employees of their benefits throughout the year. Share stories that highlight the real-world impact of using the benefits, and provide updates on any plan changes. Consistent communication will keep your benefits top-of-mind and help employees feel valued year-round.

5. Host Live Q&A Sessions and Webinars

Especially during renewal season, employees will have questions about their benefits. Hosting interactive Q&A sessions or webinars provides employees with a platform to ask questions and get direct answers. This can help reduce confusion and encourage more informed decision-making. It’s also a great way to create an open dialogue, allowing employees to feel more connected to the benefits process.

6. Involve Leadership in the Communication Process

When leadership is visibly involved in the benefits discussion, it reinforces the importance of these programs. Encourage managers and senior leaders to actively participate in conversations about employee benefits during one-on-one meetings or team discussions. This top-down approach signals to employees that the company truly values their well-being.

Providing competitive employee benefit plans is critical, but ensuring effective communication around those benefits is equally essential. As your company navigates this renewal season, focus on clear, consistent, and targeted communication to help your employees make informed decisions and feel supported. This will not only strengthen your organizational culture but also lead to a more engaged and loyal workforce.

If you have any questions or need support during this open enrollment period, please feel free to reach out to us.