Most large employers plan to uphold their well-being benefits in 2025 even though they’re facing increasing healthcare costs and global economic headwinds, according to a recent survey from the Business Group on Health.
The Business Group on Health is a nonprofit advocacy organization for large employers. The survey included responses from 131 employers that employ 11.2 million people across the world. Conducted in January and February, it follows another Business Group on Health survey that projected healthcare costs to rise nearly 8% in 2025, the highest increase in over a decade.
The new survey found that 73% of employers plan to maintain their well-being programs in 2025, while 20% will be expanding their programs. The remainder will either decrease their well-being programs or are unsure.
Although many employers are maintaining or expanding their well-being benefits, they’re starting to demand greater value out of their vendors as they manage rising healthcare costs. About 94% said they are increasing their expectations for well-being vendors. For example, some employers are starting to use well-being dashboards to help measure health data and evaluate vendors.
“Employers continue to regard well-being as central to their workforce strategy and seek to further optimize their well-being investments,” said Ellen Kelsay, president and CEO of Business Group on Health, in a statement. “By viewing these initiatives as having a direct impact on overall employee health, employers also boost workplace engagement, participant outcomes and business performance, among other benefits.”
The survey also found that 100% of the employer respondents included mental health in their well-being strategy, with 47% stating that mental health is the most important part of their well-being program. Another 99% said they include physical health as part of their well-being strategy, particularly for weight management. About two-thirds of employers stated that growing demand for GLP-1s has affected their strategy.
In addition, 92% of employers are including financial health in their wellbeing programs, according to the Business Group on Health. Examples of financial health support include help with student loans, tuition reimbursement and emergency savings.
Additional findings from the survey include:
- About 85% of employers have a global consistency strategy for well-being or are working on one. However, developing a consistent well-being strategy is difficult as employers have to take into account different cultures and laws. Some of the most consistent global offerings include physical health support and nutrition support.
- About three-quarters of employers offer social connectedness and community programs, such as employee resource groups, peer coaching or mentoring.
- About 59% of employers plan to do more to address social determinants of health in the next few years.
Photo: Thai Noipho, Getty Images
