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WTW (NASDAQ: WTW) released its 2025 Best Practices in Healthcare Survey, revealing U.S. employers project healthcare costs to rise 9.1% in 2026, up from 8.1% in 2025 and 7.0% in 2024. The survey identifies key cost drivers as specialty pharmaceuticals, GLP-1 medications, high-cost claimants, and chronic conditions.
To address these challenges, 59% of employers plan broader cost-saving actions in the next three years. Key initiatives include vendor management, program audits, and alternative plan designs. Notably, 75% of employers will evaluate their pharmacy benefits managers, while 57% currently cover GLP-1s for weight loss. The survey also reveals that 80% of employers believe AI will fundamentally transform healthcare benefits management within three years.
[ “Healthcare cost trend after plan changes reduced to 8.0% from 9.1% through management initiatives”, “87% of employers will utilize alternative plan designs by 2027”, “80% of employers recognize AI’s potential to transform healthcare benefits management”, “75% of employers taking proactive approach by evaluating PBM relationships”, “59% of employers implementing broader cost-savings actions” ]
WTW (NASDAQ: WTW) ha pubblicato la Best Practices in Healthcare Survey 2025, rivelando che i datori di lavoro statunitensi prevedono un aumento dei costi sanitari del 9,1% nel 2026, rispetto all’8,1% nel 2025 e al 7,0% nel 2024. L’indagine identifica i principali fattori di costo come farmaci di specialità, GLP-1, soggetti ad alti costi per i reclami e condizioni croniche.
Per affrontare queste sfide, il 59% dei datori di lavoro prevede azioni di risparmio sui costi più ampie nei prossimi tre anni. Le iniziative chiave includono gestione dei fornitori, audit dei programmi e design alternativi dei piani. In particolare, il 75% dei datori di lavoro valuterà i propri gestori di benefici farmaceutici, mentre il 57% copre attualmente GLP-1 per la perdita di peso. L’indagine rivela anche che l’80% dei datori di lavoro ritiene che l’IA trasformerà in modo fondamentale la gestione dei benefici sanitari entro tre anni.
WTW (NASDAQ: WTW) presentó su Encuesta de Mejores Prácticas en Atención Médica 2025, revelando que los empleadores estadounidenses proyectan que los costos de atención médica aumentarán un 9,1% en 2026, frente al 8,1% en 2025 y 7,0% en 2024. La encuesta identifica los principales impulsores de costos como fármacos de especialidad, GLP-1, reclamaciones de alto costo y condiciones crónicas.
Para enfrentar estos desafíos, el 59% de los empleadores planea acciones de ahorro de costos más amplias en los próximos tres años. Las iniciativas clave incluyen gestión de proveedores, auditorías de programas y diseños de planes alternativos. Notablemente, el 75% de los empleadores evaluarán a sus gestores de beneficios de farmacia, mientras que el 57% actualmente cubre GLP-1 para la pérdida de peso. La encuesta también revela que el 80% de los empleadores creen que la IA transformará de forma fundamental la gestión de beneficios de atención médica en tres años.
WTW (나스닥: WTW)가 2025년 보건의료 모범사례 설문조사를 발표했습니다. 미국 고용주들은 보건의료 비용이 2026년에 9.1% 상승할 것으로 예상하며, 이는 2025년의 8.1%, 2024년의 7.0%에서 증가한 수치입니다. 설문은 주요 비용 요인으로 전문 의약품, GLP-1 약물, 고비용 청구자 및 만성 질환을 지목합니다.
이러한 도전에 대응하기 위해 고용주 중 59%가 향후 3년 간 더 광범위한 비용 절감 조치를 계획하고 있습니다. 주요 이니셔티브로는 벤더 관리, 프로그램 감사 및 대체 계획 설계가 포함됩니다. 특히 고용주 75%가 제약 관리자의 자사를 평가할 것이며, 57%는 현재 체중 감소를 위한 GLP-1를 적용하고 있습니다. 설문은 또한 고용주 80%가 3년 내에 AI가 건강 관리 혜택 관리의 근본적인 변화를 가져올 것이라고 믿고 있음을 보여줍니다.
WTW (NASDAQ: WTW) a publié son enquête Best Practices in Healthcare 2025, révélant que les employeurs américains prévoient une hausse des coûts des soins de santé de 9,1% en 2026, contre 8,1% en 2025 et 7,0% en 2024. L’enquête identifie les principaux moteurs de coûts comme les médicaments spécialisés, les GLP-1, les réclamations à coût élevé et les conditions chroniques.
Pour relever ces défis, 57% des employeurs envisagent des actions d’économie de coûts plus larges au cours des trois prochaines années. Les initiatives clés incluent la gestion des fournisseurs, les audits des programmes et les conceptions alternatives des plans. Fait notable, 75% des employeurs évalueront leurs gestionnaires d’avantages pharmaceutiques, tandis que 57% couvrent actuellement les GLP-1 pour la perte de poids. L’enquête révèle également que 80% des employeurs estiment que l’IA transformera fondamentalement la gestion des prestations de santé dans les trois ans.
WTW (NASDAQ: WTW) veröffentlichte die Best Practices in Healthcare Survey 2025 und zeigte, dass US-Arbeitgeber mit steigenden Gesundheitskosten um 9,1% im Jahr 2026 rechnen, nach 8,1% im Jahr 2025 und 7,0% im Jahr 2024. Die Umfrage identifiziert wichtige Kostenfaktoren wie Spezialpharmazeutika, GLP-1-Medikamente, teure Anspruchsteller und chronische Erkrankungen.
Um diesen Herausforderungen zu begegnen, planen 59% der Arbeitgeber breitere Kostensenkungsmaßnahmen in den nächsten drei Jahren. Wichtige Initiativen umfassen Lieferantenmanagement, Programmprüfungen und alternative Plan-Designs. Bemerkenswert ist, dass 75% der Arbeitgeber ihre Pharma-Versicherungs-Manager evaluieren werden, während 57% derzeit GLP-1 zur Gewichtsreduktion abdecken. Die Umfrage zeigt außerdem, dass 80% der Arbeitgeber der Ansicht sind, dass KI das Management von Gesundheitsleistungen innerhalb von drei Jahren grundlegend verändern wird.
WTW (المدرجة في ناسداك: WTW) أصدرت مسح أفضل الممارسات في الرعاية الصحية لعام 2025، مُظهرة أن أصحاب العمل الأميركيين يتوقعون ارتفاع تكاليف الرعاية الصحية بنسبة 9.1% في 2026، مقارنة بـ 8.1% في 2025 و7.0% في 2024. يحدد المسح محركات التكلفة الرئيسية مثل الأدوية المتخصصة وGLP-1 ومُطالِبات بمبالغ عالية وحالات مزمنة.
ولمواجهة هذه التحديات، يخطط 59% من أصحاب العمل لإجراءات توفير تكاليف أوسع خلال السنوات الثلاث المقبلة. تشمل المبادرات الأساسية إدارة الموردين، مراجعة البرامج، وتصاميم خطط بديلة. ومن الجدير بالذكر أن 75% من أصحاب العمل سيقيمون مديرو مزايا الأدوية، بينما يغطي 57% حالياً GLP-1 لفقدان الوزن. كما يكشف المسح أن 80% من أصحاب العمل يعتقدون أن الذكاء الاصطناعي سيحول بشكل جوهري إدارة مزايا الرعاية الصحية خلال ثلاث سنوات.
WTW（纳斯达克：WTW） 发布了 2025 年医疗保健最佳实践调查，显示美国雇主预计医疗成本在 2026 年将上涨 9.1%，高于 2025 年的 8.1% 和 2024 年的 7.0%。调查将 主要成本驱动因素 定位为专科药物、GLP-1 药物、昂贵的索赔人群以及慢性疾病。
为应对这些挑战，未来三年内，59% 的雇主计划采取更广泛的降本措施。主要举措包括供应商管理、项目审计和替代计划设计。值得注意的是，75% 的雇主将评估他们的药剂福利管理人，而 57% 目前覆盖 GLP-1 用于减重。调查还显示，80% 的雇主认为人工智能将在三年内从根本上改变医疗保健福利管理。
Negative
- Healthcare costs projected to rise 9.1% in 2026, highest in two decades
- Significant cost pressure from specialty pharmaceuticals and GLP-1 medications
- 15% of employers considering removing or have removed GLP-1 coverage due to costs
- Diminishing Net Promoter Scores indicate employer frustration with PBM performance
- Rising impact of chronic conditions requiring expanded clinical programs
09/22/2025 – 01:54 PM
Initiatives are broad, encompassing vendor management, program and reimbursement reviews, alternative plan designs, increased governance and more
NEW YORK – Sept. 22, 2025 – A new survey by WTW (NASDAQ: WTW), a leading global advisory, broking, and solutions company, has revealed that U.S. employers are bracing for a significant surge in healthcare costs, potentially prompting disruptive changes to their healthcare plans. According to the 2025 Best Practices in Healthcare Survey, employer healthcare costs are projected to increase by 9.1% in 2026, before any plan modifications. This marks a notable acceleration from the 8.1% increase anticipated in 2025 and the 7.0% rise in 2024. Factoring in planned changes, the cost trends are 8.0%, 7.0%, and 6.0% for 2026, 2025, and 2024, respectively.
The escalating cost pressures are compelling a substantial number of employers to re-evaluate their healthcare programs. The survey indicates that one in three employers are considering significant overhauls within the next three years. The primary drivers behind these rising costs were identified as: pharmacy expenses, particularly for specialty pharmaceuticals and GLP-1 medications; high-cost claimants; and the increasing prevalence of chronic conditions, notably musculoskeletal issues and cancers.
In response to these financial pressures, employers are prioritizing several key areas over the next three years. These include managing overall medical and pharmacy costs, and ensuring affordability for employees. Beyond cost containment, employers are also focused on enhancing employee wellbeing and experience, and optimizing healthcare delivery to create a comprehensive health-focused strategy for 2026.
While cost-shifting strategies remain a part of the equation, employers are increasingly exploring alternative approaches to manage their program costs. Nearly three-fifths (59%) of employers plan to implement broader cost-savings initiatives in the coming three years, compared to 46% in the previous three years. These initiatives prioritize changes to program subsidies, the adoption of alternative plan designs, improved vendor and operational efficiency, and more effective behavioral requirements. Addressing the growing impact of chronic conditions is another crucial focus, with employers emphasizing the need for expanded clinical programs, particularly in areas such as cardiovascular health, musculoskeletal health, digestive health, obesity, and oncology.
“Fewer employers are willing to absorb these rising costs, as it becomes financially unsustainable. Simultaneously, aggressive cost-shifting is being avoided due to its potential impact on employee health, satisfaction, and retention,” said Tim Stawicki, chief actuary, Health & Benefits at WTW. “Instead, employers are seeking transformative changes that both control costs and improve health outcomes, paving the way for a more sustainable future.”
The survey also highlighted specific approaches being adopted to reduce unnecessary medical expenses. These include managing vendor contracts, conducting audits, and preventing overutilization and abuse of services. Almost half (46%) of companies are evaluating vendor performance, and over one-third (36%) have solicited bids from other medical plans, with another 50% planning to do so. Furthermore, 33% have conducted medical claims audits to improve efficiency, with 44% planning similar audits, and 22% have reviewed prior authorizations or evaluated qualifying payments for out-of-network services, with an additional 34% considering such reviews.
Alternative plan designs, currently utilized by 41% of companies, are gaining traction as a proactive way to address rising healthcare costs. These plans often incorporate features like alternative or select provider networks, price transparency initiatives, enhanced navigation support, greater use of member-facing technology, and advanced primary care models. Nearly half (46%) of companies are planning or considering implementing these features in the next two years, potentially resulting in 87% of employers utilizing such alternative plan designs.
The survey revealed diminishing net promoter scores (NPS), indicating growing employer dissatisfaction with Pharmacy Benefit Manager (PBM) performance. Consequently, employers are re-evaluating their PBM relationships to ensure greater governance and transparency. A substantial proportion (75%) of employers have already solicited or plan to solicit bids from alternative PBMs, over half (58%) have recently audited their pharmacy benefits, and nearly half (49%) utilize transparent contract structures, with another 22% considering doing so.
The increasing use of GLP-1 medications for obesity is also under scrutiny. While 57% of employers currently cover GLP-1s for weight loss, 15% are contemplating or have already removed coverage in the past year. Key tactics being considered to manage GLP-1 utilization include required participation in lifestyle management programs, 30-day fill limits, step therapy protocols, higher cost-sharing arrangements, and different coverage criteria. Interestingly, over three-quarters (78%) of employers who currently do not cover GLP-1s indicated they would consider doing so if costs were lower, highlighting the delicate balance between providing comprehensive benefits and managing expenses.
Artificial Intelligence (AI) is also poised to reshape the landscape of healthcare benefits. While only 21% of employers currently utilize AI moderately or extensively in their healthcare programs, a significant majority (80%) believe that AI will fundamentally transform the management, communication, and delivery of healthcare benefits within the next three years. Employers foresee the most promising applications of AI in areas such as navigation and personalized decision support, tools to improve employee experience, benefits communication, and healthcare vendor evaluation, suggesting a move towards more data-driven and personalized healthcare benefits management.
“Employers must adopt a more revolutionary approach to address both immediate cost pressures and long-term cost trends, particularly given the persistent upward trajectory of healthcare costs,” noted Courtney Stubblefield, managing director, Health & Benefits at WTW. “Simultaneously, they are seeking innovation in clinical programs, technology, and the effective use of AI to address the burden of chronic disease and promote employee health more effectively.”
About the survey
The 2025 Best Practices in Healthcare Survey, conducted in June and July 2025, included participation from 417 employers, representing a workforce of five million employees.
About WTW
At WTW (NASDAQ: WTW), we provide data-driven, insight-led solutions in the areas of people, risk and capital. Leveraging the global view and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational resilience, motivate their workforce and maximize performance.
Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success—and provide perspective that moves you.
FAQ
What is the projected healthcare cost increase for employers in 2026 according to WTW’s survey?
According to WTW’s survey, employers project healthcare costs will increase by 9.1% in 2026 before plan changes, and 8.0% after plan changes.
What are the top drivers of healthcare costs identified in WTW’s 2025 survey?
The top drivers are pharmacy costs (primarily specialty pharmaceuticals and GLP-1 medications), high-cost claimants, and chronic conditions (especially musculoskeletal and cancers).
How many employers are planning to evaluate their PBM relationships according to WTW?
75% of employers have either taken or will take their pharmacy benefits manager (PBM) out to bid due to performance concerns.
What percentage of employers currently cover GLP-1 medications for weight loss?
57% of employers currently cover GLP-1s for weight loss, while 15% are considering removing coverage or have already done so in the past year.
How are employers planning to use AI in healthcare benefits according to the WTW survey?
Employers see AI opportunities in navigation and personalized decision support, tools to improve employee experience, benefits communication, and healthcare vendor evaluation, with 80% believing it will fundamentally change healthcare benefits management.
What percentage of employers are implementing cost-saving actions in the next three years?
59% of employers plan to implement broader cost-savings actions in the next three years, compared to 46% in the past three years.
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